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"Our path is one of consecration and deeper knowledge of the processes of learning and teaching. With that depth and that consecration will come new ways of learning and teaching that will yield a higher quality experience while requiring relatively fewer resources per student." (President Kim B. Clark)


Salary Information

(Philosophy, Methods, and Classification)


(Note: Employees are asked to keep salary information confidential.)

Compensation Philosophy


BYU-Idaho, under the direction of the President of the Church and the Board of Trustees, adopts a conservative, yet fair, philosophy regarding the salaries of its employees. BYU-Idaho has been asked to keep employee salaries at approximately the "market average" for each particular job. As a result, some people in Rexburg and the surrounding area will be paid higher than employees at BYU-Idaho for similar jobs, and others will be paid lower than employees at BYU-Idaho. Salaries are designed to be fair and generous, but are generally not going to be identical with industry leaders.


Also, BYU-Idaho is required to manage the affairs of the University in an economical manner and to comply with recognized business practices. As a result, some job assignments within BYU-Idaho will be compensated higher than others. This is not an expression of an employee's personal worth, only a reflection of average market values for various positions.

Establishment of Salary Ranges


Each non-faculty job at BYU-Idaho has a Job Description which is kept on file in the Human Resources office. Each Job Description has been evaluated and assigned a point value by the Job Evaluation Committee on campus. Point values are established using the nationally recognized Hay System which rates each job on a rigorous and detailed scale. Some of the items considered when rating jobs are:


     •  Job duties

     •  Level of accountability

     •  Supervisory duties

     •  Education required for the position

     •  Experience required for the position

     •  Human relations skills required for the position

     •  Budgetary responsibilities 


After a point value for the job is determined, a salary range is established. The salary range is calculated by combining the Hay point and the market average for that job. Salary surveys are performed each year to determine the market average for jobs at BYU-Idaho.


In all, the process of compensating employees is taken very seriously by BYU-Idaho and the Board of Trustees.

Job Classifications (Exempt and Non-Exempt) According to Federal Law


Jobs are classified according to the Fair Labor Standards Act (FLSA). This federal law was originally passed in 1938 and has been amended since that time. The law was created to protect employees – to ensure that they received a minimum wage, overtime, and other items to safeguard their rights. Jobs are classified according to the law as either "exempt" or "non-exempt." The term "exempt" means that some jobs are "exempt" from the regulations of the Fair Labor Standards Act. At BYU-Idaho the jobs classified as "exempt" are administrators and faculty


The Fair Labor Standards Act establishes the various classifications of jobs and the rules which govern these. For further information, please contact Human Resources.




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