Salary Schedule
Compensation salary schedules for classified staff are updated by the State of Nevada Division of Human Resource Management and are based on periodic wage surveys in classified occupations.
Each job classification is assigned a class grade. Class grades correspond to salary compensation schedules that consist of 10 segments called steps. Compensation for classified staff is determined by grade and step.
Types Salary Schedules
There are two different compensation schedules for classified staff depending on the employee’s retirement plan:
Employee/Employer-paid Contribution Plan
- Under this plan, employees contribute a percentage of their gross salary to the Public Employees' Retirement System (PERS) of Nevada. You and your employer share equally in the contribution of PERS
- The employee contribution is automatically deducted from their salary
- Employee after tax contribution is refundable upon termination of employment if the employee elects to not receive a monthly retirement benefit
Employer-paid Contribution Plan (EPC)
- The university pays the entire retirement contribution on behalf of the employee
- As a result, the employee will see a reduction in salary
- These contributions are not deposited to individual member accounts and are not available for refund upon termination of employment.
Classified salary schedules are developed and updated by the Division of Human Resources at Nevada State.
Salary schedules for non-collective bargaining represented employees are listed under:
- PP01: Non-CBA Employee/Employer Pay
- PP02: Non- CBA Employer Paid.
Classified staff under the American Federation of State, County, & Municipal (AFSCME), Local 4041
Employees who are represented by the AFSCME collective bargaining agreements under units A, E, and F should refer to the following compensation schedules:
- PP01A: Unit A-AFSCME Classified Employee/Employer Pay
- PP02A: Unit A-AFSCME Employer Paid
- PP01E: Unit E- AFSCME Classified Employee/Employer Pay
- PP02E: Unit A-AFSCME Employer Paid
- PP01E: Unit F- AFSCME Classified Employee/Employer Pay
- PP02E: Unit F-AFSCME Employer Paid
Classified staff under the Nevada Police Union (NPU)
Employees who are represented by the NPU collective bargaining agreement under unit G should refer to the following compensation schedules:
- PP01G: Unit G-AFSCME Classified Employee/Employer Pay
- PP02G: Unit G-AFSCME Employer Paid
Starting Salaries
New classified employees are generally hired at step 1 of their class range. It is possible to be hired at a higher step in a given class range depending on the candidate’s education and previous experience.
Accelerated salaries may be requested by filling out the Request to Accelerate Salary form and associated Nevada Administrative Code reference. Per NAC 284.204, accelerated salary may be requested for open competitive recruitments only.
Annual Step (Merit) Salary Increases
Performance is evaluated annually. Employees who receive a rating of “standard” or better will receive a merit pay increase of one step on their pay progression date.
Retention Incentive Bonus
The Nevada Legislature approved Assembly Bill 522 that includes four retention incentive payments of $250 for non-CBA employees and $500 for CBA employees for fiscal years 2024 and 2025, less standard deductions, to permanent employees who are employed in a classified position that is no less than half-time (0.5 FTE).
Eligibility Criteria
To be eligible for retention payments, individuals must:
- Be a regular appointed part-time or full-time academic faculty, administrative faculty, or classified employee.
Tax Implications
The retention incentive payments are wages; therefore, Medicare tax and Federal Income tax will be withheld.
Ineligible Employees
Employees under the following classifications are ineligible for retention incentive payments:
- Letter of Appointment
- Part-time Instructors
- Temporary Hourly
- Student Employees
- Graduate Assistants
- Postdoctoral Scholars
- Select Head Coaches
Payment Schedule
| Employed on |
Classified (semi-monthly) |
|---|---|
| 09/30/2023 | 10/25/2023 |
| 12/31/2023 | 01/25/2024 |
| 03/31/2024 | 04/25/2024 |
| 06/15/2024 | 06/25/2024 |
| 09/30/2024 | 10/25/2024 |
| 12/31/2024 | 01/25/2025 |
| 03/31/2025 | 04/25/2025 |
| 06/15/2025 | 06/25/2025 |
Longevity Pay
The passage of Assembly Bill 522 included a program to encourage employee continuity of service, also known as longevity. Under this program, eligible employees will receive semi-annual payments based on their years of service beginning in December 2023.
Eligibility Criteria
To be eligible for semi-annual longevity payments, individuals must:
- Be a regular appointed part-time or full-time academic faculty, administrative faculty, or non-CBA covered classified employee
- Have eight (8) or more years of continuous state service.
- “Continuous state service” for longevity purposes includes uninterrupted service within the branches of state government, and uninterrupted service with NSHE as classified employees or academic and administrative faculty in regular non-temporary positions.
- Be employed within NSHE on the first of the month prior to the longevity payment.
- Have received a rating of satisfactory or higher on their most recent performance evaluation.
Ineligible Employees
Employees under the following classifications are ineligible for longevity payments:
- Letter of Appointment (salaried and hourly)
- Part-time Instructors
- Temporary Hourly
- Student Employees
- Graduate Assistants
- Postdoctoral Scholars
- Classified employees under a collective bargaining unit (A,E,F,G)
Additional Information
- Longevity payments are retirement-eligible payments.
- Individuals employed for at least .50 FTE but less than 1.0 FTE during the six-month period prior to the longevity payment, will receive a prorated payment based on their average percentage of FTE for the six-month period prior to the corresponding longevity payment.
Longevity Payment schedule for Elible Classified Employees
Please review the longevity payment schedule for eligible classified employees provided by the State of Nevada’s Division of Human Resources Management (DHRM) webpage.
Cost-of-living Salary Increases
The Nevada Legislature meets every two years to discuss cost of living adjustments (COLA) as a part of the budget for the coming biennium, and has approved cost of living adjustments.
Below are the eligibility guidelines and an update to the “COLA History” cost of living adjustments approved by the Nevada legislature effective July 1, 2024.
Who is Eligible?
| An employee is eligible to receive COLA if they were hired in an eligible position on or prior to June 30, 2024.* (unless indicated otherwise by their contract/offer) | |||
|---|---|---|---|
| Eligible Employees | All non-temporary classified staff | ||
| Ineligible Employees | Postdoctoral Scholars, Temporary Faculty, Letter-of-Appointment Faculty, Medical Residents, Student Employees, Graduate Student Employees (TAs and RAs), and Volunteers, Adjunct Faculty and Emeritus Faculty (unpaid) | ||
| Ineligibility Criteria |
|
||
| Effective Date | Percentage | Note |
|---|---|---|
| July 1, 2024 | 11% | Classified Staff/ AFSCME and NPU Classified Staff |
| October 1, 2024 | 11% | Administrative Staff and Academic (non clinical faculty) |
| October 1, 2024 | 4% | Clinical Faculty |
| Effective Date | Percentage | Note |
|---|---|---|
| July 1, 2023 | 4% | Clinical Faculty, Kirk Kerkorian School of Medicine |
| July 1, 2023 | 12% | Academic and Administrative and Faculty |
| July 1, 2023 | 12% | Classified Staff |
| July 1, 2023 | 13% | AFSCME and NPU Classified Staff |
| Effective Date | Percentage | Note |
|---|---|---|
| July 1, 2022 | 1.0% | AFSCME classified staff will receive a 3% cost of living increase for FY23. |
|
July 1, 2021 |
0.0% |
|
|
July 1, 2020 |
0.0% |
|
|
July 1, 2019 |
3.0% |
|
|
July 1, 2018 |
3.0% |
|
|
July 1, 2017 |
3.0% |
|
|
July 1, 2016 |
2.0% |
|
|
July 1, 2015 |
1.0% |
|
|
July 1, 2014 |
0.0% |
|
|
July 1, 2013 |
0.0% |
|
|
July 1, 2012 |
0.0% |
|
|
July 1, 2011 |
0.0% |
|
|
July 1, 2010 |
0.0% |
|
|
July 1, 2009 |
0.0% |
|
|
July 1, 2008 |
4.0% |
|
|
July 1, 2007 |
2.0% |
|
|
July 1, 2006 |
4.0% |
|
|
July 1, 2005 |
2.0% |
Step 10 added to the classified schedule |
|
July 1, 2004 |
2.0% |
|
|
July 1, 2003 |
0.0% |
|
|
July 1, 2002 |
4.0% |
|
|
July 1, 2001 |
4.0% |
|
|
July 1, 2000 |
0.0% |
Classified received 2.0% COLA, UNLV Faculty Senate voted to forego COLA. |
|
July 1, 1999 |
0.0% |
|
|
July 1, 1998 |
3.0% |
|
|
July 1, 1997 |
3.0% |
|
|
July 1, 1996 |
3.0% |
|
|
July 1, 1995 |
4.0% |
Classified received 5.0% COLA, Faculty Merit pool was increase from 2.0% to 2.5%. |
|
July 1, 1994 |
0.0% |
|
|
July 1, 1993 |
0.0% |
|
|
July 1, 1992 |
0.0% |
|
|
July 1, 1991 |
4.0% |
|
|
July 1, 1990 |
5.0% |
|
|
July 1, 1989 |
5.0% |
Eligible employees are expected to see new COLA inclusive salaries on July 25th (for semi-monthly) and August 1st (for monthly).
An initial mass load to process increases for employee’s COLA is completed by central human resources. New salaries will be derived from the approved compensation schedule the Department of Human Resources distributes. Errors in uploads may occur seldomly.
It is the departments/HR liaison responsibility to review all department employee records and ensure accuracy and report to Human Resources prior to payout of the first COLA inclusive paycheck.
Employees should contact their home department/HR liaison to report any errors.
Departments/HR liaison Responsibilities include:
- Review all employee records to ensure accuracy.
- Review all employee records to ensure employees who have receive COLA meet eligibility guidelines distributed.
- Report any mistakes to Human Resources to address prior to payout and by stated deadlines.
- Ensure compensation history and grade placements are accurate for the employee.
- Run reports as necessary to ensure appropriate active compensation and compensation history is accurate.
- Addressing overpayment and underpayments for processing and, notifying employees if errors have occurred.
Timeline
June 17
Workday expected to reflect new salaries under compensation history for classified staff effective July 1st (visible to department HR partners/liaisons)
June 18-June 28
Departments to verify Workday records for all classified employees and address correction via google form.
June 28
Deadline for departments to submit corrections/rescinds to Human Resources
July 1
Workday expected to reflect new salaries for classified staff
July 25
Classified semi-monthly paycheck (1st paycheck reflecting new COLA inclusive salaries for eligible staff)
Reminders
In progress compensation actions will cause issues with uploads, items must be successfully completed prior to adding COLA. Compensation freeze is in place as previously announced.
Department of Human Resources at Nevada State updates compensation schedules to capture COLA increases, the approved COLA percentage is added to the equivalent hourly rate which yields a rounded hourly figure that is then multiplied by 2088 hours (average working hours in a year) to obtain an equivalent annual salary.
Promotion
Promotion occurs when a classified employee applies and is selected for a position that is classified at a higher grade than the employee’s current position.
Salary increases for classified employees are determined by how many class grades they are promoted:
- If a classified employee is promoted one or two grades, placement in the new grade is at the same step as the previous grade
- If the promotion is three grades or more above the employee’s former grade, placement occurs at a step which is equivalent to an increase of two steps above the step held in the employee’s former grade or the lowest step of the new grade.
Reclassification
Position classification is a process of grouping jobs into classes based on similar duties, responsibilities, and qualification requirements. The purpose of the “reclassification” process is to ensure that jobs which are assigned equal work are classified appropriately consistent with state classifications/grades.
A position must undergo significant change to justify reclassification. Significant change means the assignment of new duties which are:
- Outside the scope of the current class
- Not part of the scope of responsibility of the position; and result in the majority of duties being allocated to a different class.
Reclassification of a position does not automatically result in a salary increase. Positions may be reclassified upward, downward, or laterally.
Reclassification requests may be employee initiated. Employees should consult with their business manager to submit appropriate documentation to Human Resources.
To request a reclassification, employees should submit the following documentation to the their departmental business manager:
- An NPD-19 position description questionnaire
- An updated resume
- An organizational chart attached to the position questionnaire, with the position circled
The business manager will submit this documentation to Human Resources who will then review the forms and may conduct either a desk audit or a phone audit to discuss the position questionnaire and the new job duties of the position.
If the position is reclassified at a higher grade, the employee’s placement in the new grade will follow the rules described under “promotion.”
Appeals
Per NAC 284.152, an employee affected by the allocation of a position to a grade or class or by a change in classification as a result of a study in classifications, or the agency where such actions have occurred, may, within 30 days after the date of receipt of written notice of the action, file a written appeal of the action with the Director of Compensation, Classification and Recruitment, Michelle Hogan, by sending an email to HRClassifiedCompChange@unlv.edu.
The appeal must:
- Address the points outlined in UNLV Human Resources’ initial recommendation regarding the proper classification for the position in question
- Indicate the points with which the appellant [employee] disagrees and express the reasons for the disagreement.
Special Adjustments to Pay
Pursuant to NAC 284.206, an employee may receive a special adjustment to pay equivalent to 5% of the employee’s base pay for select qualifying conditions. Please refer to NAC 284.206 for all qualifying reasons. A special adjustment to pay does not constitute a promotion.
Departments and/or business managers may request temporary adjustments to pay by completing an NPD-5 form and submitting to HR for review via Workday (Request Compensation Change > Variable Compensation Change). HR will review and make a determination. The employee must fall under one of these categories:
- The employee works out of his or her class on a continuing basis and performs essentially all the duties and responsibilities of a position classified at a higher grade.
- To receive the increase, the employee must be assigned duties and responsibilities of the higher grade which are clearly demonstrated in the class specification and carry out the duties and responsibilities for at least 16 consecutive workdays before the increase becomes effective.
- The employee is required to use bilingual skills or sign language for persons who are deaf at least 10% of his or her work time.
- Employee is supervising other employees of the same or higher grade if the supervision is not provided for in the class specification.
Classified Overtime
Classified employees are subject to the federal Fair Labor Standards Act (FLSA) and to the Nevada Administrative Code (NAC) with respect to overtime.
Time and one-half pay or compensatory time must be granted to all employees who work over 40 hours in a workweek or who work over eight hours in a calendar day. For those employees who are approved for a modified/alternative schedule, overtime will be considered only after working 40 hours in one week.
All overtime work must be authorized in advance by the supervisor and entered in Workday for payment. A supervisor may require an employee to work overtime for a related business reason, scheduled or emergency events.
- Classified employees are paid on a salaried, exception basis.
- Classified employee semi‐monthly pay amounts represent payment for 40 hours each week, including any leave usage and holiday pay.
- Leave without pay, overtime, stand‐by pay and pay for actual work on a holiday are handled as separate transactions which either reduce or add pay, as appropriate.
- Weekly overtime is based upon hours worked during UNLV’s standard workweek which begins at 12:00 a.m. each Sunday and ends at 11:59 p.m. on the following Saturday.*
- Daily overtime is provided to Classified employees when they work more than eight hours is a single day, unless the employees is on a modified/alternative schedule (example: such as working 4 – 10’s).
- Annual Leave, Sick Leave and Holidays are considered as time worked for the purposes of calculating overtime.
- While authorization is required for overtime, pay cannot be withheld if overtime work occurs. When either “suffered or permitted” overtime pay may be made.
- If an employee works overtime without authorization, that employee should be disciplined for not obtaining proper authorization.
- NAC 284.242 requires four hours advance notice unless an unpredictable emergency prevents prior communication.
*Select departments on campus may have different standard workweek, please consult with department business manager.
Contact
If you have any questions, please contact your unit’s compensation and classification specialist.
Title IX
UNLV does not discriminate in its employment practices or in its educational programs or activities, including admissions, on the basis of sex/gender pursuant to Title IX, or on the basis of age (40 or older), disability, whether actual or perceived by others (including service-connected disabilities), gender (including pregnancy related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race, color or religion pursuant to Title 4, Chapter 8, Section 13 of the NSHE Handbook.
Reports of discriminatory misconduct, questions regarding Title IX, and/or concerns about noncompliance with Title IX or any other anti-discrimination laws or policies should be directed to UNLV’s Title IX Coordinator Michelle Sposito. The Title IX Coordinator can be reached through the online reporting form, by email at titleixcoordinator@unlv.edu, by phone at 702-895-4055, by mail at 4505 S. Maryland Parkway, Box 451062, Las Vegas, NV, 89154-1062, or in person at Frank and Estella Beam Hall (BEH), Room 555.