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Fulfilling a Mission

Oklahoma State University Administration is responsible for securing a staff of competent employees and rewarding them appropriately while accepting accountability for effective use of resources.


Accordingly, the compensation plan has the following objectives:

  • Establish compensation levels for positions on the basis of their relative internal worth and external competitiveness within relevant labor markets,
  • Reward employees on the basis of work performance,
  • Administer pay equitably and consistently,
  • Manage a compensation policy that is consistent with the judicious expenditure of funds entrusted to the university, and
  • Ensure accountability for compliance with The Board of Regents for Oklahoma A&M Colleges Policy Manual, OSU policy and procedures, and statutory requirements.

Staff Titles and Salary Ranges

The university’s staff pay plan consists of classified and administrative & professional, employee titles.


For staff employees, OSU has adopted a broadbanding classification and pay system with the grouping of individual jobs with similar functions, qualifications, and Fair Labor Standards Act exemption status. This broadbanding grouping widens salary ranges and facilitates organizational flexibility, encourages individual career development and market competitiveness while reducing the number of job classifications.


Total Compensation

At OSU, a benefit-eligible employee’s total compensation consists of the following:

  • Base salary
  • OSU-sponsored retirement benefits
  • Comprehensive Benefits Package
  • Paid Time Off (Annual Leave, Sick Leave, Holiday Leave)
  • Employee Assistance Program (EAP Guidance Resources)
  • 50% staff tuition waiver
  • 100% dependent tuition waiver
  • Colvin Recreation Center membership and other wellness programs


Types of Pay Increases for Staff

OSU Offers several opportunities to increase staff pay.  Options are as follows:

  • Demonstrated Proficiency Increases (DPI) – base salary raise provided for (1) increase in volume of work and/or (2) increase in duties and/or (3) demonstrated proficiency in achieving organizational objectives and/or (4) completion of a 90-day initial probationary period at the discretion of the hiring department.
  • One-time Payment – discretionary payment for completion of a special project or other performance measure.
  • Equity Adjustments – provided pursuant to a formal pay study conducted by HR at the request of the vice president.
  • Career Development Plan Advancements –provides promotional and development pathway for career progression which meets the needs and budgetary capability of the department.
  • Position Reclassification – occurs when a position changes class codes and/or bands. A review of title and market-based hiring range would be conducted by HR.
  • Promotions – reclassification or transfer into a position resulting in an increase in pay and class code and/or band.
  • And other reasons (such as incentive plan, interim assignments, etc.)

Pay increases are contingent upon available department funding. In most cases, requests for salary adjustment will be initiated on a Compensation Adjustment Request Form that requires signatures from the Unit Administrator/Department Head/Dean, area Vice President, Chief Human Resources Officer, and Senior Vice President for Administration and Finance.


Compensation Adjustment Request Form

Compensation Adjustment Request Guidelines


For more information on opportunities for pay increases, please contact your HR Consultant.


OSU Staff Pay Plan FAQ

  • What is a band?

    OSU classified staff positions into six bands, which establish minimum qualifications and benefit parameters such as leave accruals.  Within these bands, there are 24 class codes.  These class codes enable HR to compare similar positions.  Bands and class codes are not necessarily an indication of pay level.

  • What is a hiring range?

    A hiring range provides the minimum pay rate appropriate for a position and the maximum pay rate allowed for an initial hire into the position without HR review and vice president approval.  The incumbent must earn no less than the stated minimum of the hiring range. 


    Hiring ranges are generally between 15% and 40% in width and meet OSU, state, and federal minimum wage standards.  Increases must comply with other university guidelines, such as the compensation adjustment review process.

  • What is a reference rate?

    A reference rate is the hiring range minimum and the maximum pay rate as seen in current market.  It is set upon the establishment of a new position or reclassification.  This market-based range displays the totality of current market data and serves as a guideline for pay of existing staff.  In general, employees would not exceed the reference rate maximum.

  • What does reclassification mean?

    A position may be reclassified when major changes occur in the job.  For example, a position may no longer meet federal exemption from overtime or the position may have been administrative in nature but has taken on a more technical primary function.  In cases of reclassification, the position will change class codes and/or bands.  A review of title and market-based hiring range and reference rate would be conducted by HR.

  • What happens to my pay if my position is reclassified?

    Current OSU employees whose positions are reclassified may earn no less than the established minimum of the hiring range.  If this employee earns less than the range maximum, the supervisor may increase the employee’s pay rate to an appropriate level within the hiring range just as they would do for a new hire (in accordance with compensation adjustment review guidelines).  For individuals earning more than the hiring range maximum, a demonstrated proficiency increase may be appropriate.

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