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It describes authority and responsibilities for establishing position classifications and comparable pay ranges, and outlines how appointing authorities and supervisors may request compensation changes. The policy covers documentation requirements for new hires and salary changes, pay-rate setting for new, reinstated, promoted, and transferred employees, discretionary pay considerations, and compliance with the Fair Labor Standards Act regarding overtime.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/compensation-for-classified-staff-policy-administrative-policy/278531/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/compensation-for-classified-staff-policy-administrative-policy/278531.png","ImageObject",442,249,{"name":88,"@type":89},"Mali","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-25","2026-09-15",true,{"@type":98,"interactionType":99,"userInteractionCount":8},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"Who has authority to establish pay ranges for classified staff?","Question",{"text":108,"@type":109},"The Director has authority and responsibility to establish and maintain the position classification system and establish comparable ranges of pay. 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Introduction  \nFor classified employees of University of Colorado Denver, the Director of the Colorado Department of Personnel and Administration (Director) has the authority and responsibility to establish and maintain a position classification system and to establish ranges of pay that are comparable to similar types of work found to prevail in the competitive labor market. General compensation procedures are outlined in Chapter 3 of the State Personnel Board Rules and Personnel Director’s Administrative Procedures (Rules), and the current State of Colorado compensation plan can be found at the state web site.  \nB. Table of Contents  \nA. Introduction  \nB. Table of Contents  \nC. Purpose  \nD. Setting Salaries for Classified Employees  \nE. Discretionary Pay  \nF. FLSA and Overtime  \nC. Purpose  \nIt is the policy of University of Colorado Denver that employees are fairly, equitably, and adequately compensated. Within limits established by the Director and campus guidelines, appointing authorities may request certain compensation rates for individual employees under their designated authority. The appointing authority should consult with the Human Resources before an official offer or change in salary can be made. Human Resources will review experience, critical skills and competencies, service, salaries for similarly situated  \nemployees, current pay, recruitment difficulty, gender, ethnicity, and any other relevant information when approving salary requests.  \nD. Setting Salaries for Classified Employees  \nNew employees must receive an offer letter and, anytime a current employee’s salary changes; it must be documented with a new offer letter, promotional notification letter, or some other form of written agreement that is approved by the appointing authority and Human Resources.  \n(Samples are available on the HR Forms/Templates website. )  \n1. Establishing a Compensation Rate for New Employees  \nThe Director establishes pay ranges for all classified employees. The current Rules require a new employee be hired at the grade minimum , unless recruitment difficulty or other unusual conditions exist. The Rules broadly define what recruiting difficulties and unusual conditions are, so consult with Human Resources for guidance if you wish to hire above the minimum. In those instances, the hiring salary may be a rate that does not exceed the grade maximum.  \nIt is in the best interest of the University to ensure that salaries are offered and established that are appropriate for the new employee, consistent with the work performed, and are comparable with similarly situated employees. Therefore, supervisors and appointing authorities are expected to document recruitment difficulty or critical skills, document the salary history for the potential employee, and consult with Human Resources staff for additional data, and provide necessary details before an official offer is made.  \nWhen the requested salary is above the minimum, the following guidelines should be used:  \n􀁸 In those instances where the appointing authority would like to offer a salary to a new employee that is between the pay grade minimum and the first quartile of the range, the supervisor and/or appointing authority must send a brief email documenting the request to the Human Resources for review.  \n􀁸 Additional justification, as explained above, will be required for a salary above the first quartile. Only in extraordinary circumstances will the salary for a new classified employee be above t","cbCainiqHm331nTT","https://ap.wps.com/l/cbCainiqHm331nTT","pdf",414713,8,"English","# A. Introduction\n# C. Purpose\n# D. Setting Salaries for Classified Employees\n## 1. Establishing a Compensation Rate for New Employees\n## 2. Establishing a Compensation Rate for Reinstated Employees\n## 3. Establishing a Compensation Rate for Promoting Current Classified Employees\n## 4. Salary Setting for Current Classified Employees Transferring to the University\n## 5. Classified Employees Accepting Voluntary Demotions","[{\"question\":\"Who has authority to establish pay ranges for classified staff?\",\"answer\":\"The Director has authority and responsibility to establish and maintain the position classification system and establish comparable ranges of pay. Human Resources and appointing authorities participate by reviewing and approving salary requests within established guidelines.\"},{\"question\":\"What documentation is required when a classified employee’s salary changes?\",\"answer\":\"New employees must receive an offer letter. If a current employee’s salary changes, it must be documented with a new offer letter, promotional notification letter, or another approved written agreement.\"},{\"question\":\"How are salaries handled for promotions of current classified employees?\",\"answer\":\"Upon promotion, the salary cannot be lower than the minimum or higher than the maximum of the new class range. As a general guideline, promotions use a 10% increase, and Human Resources must approve offers exceeding 10%.\"}]","Compensation for Classified Staff - Policy - Administrative Policy | PDF",1789510600]