How to Find Your Salary Grade

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System Administration - Comprehensive (CMP)

SALARY STRUCTURE GRADES 15-35

Salary GradeMinimum (12mo)Maximum (12mo) Salary GradeMinimum (9mo)Maximum (9mo)
15$28,100$58,000 15$22,991$47,455
16$28,100$62,700 16$22,991$51,300
17$30,000$67,700 17$24,545$55,391
18$32,000$73,200 18$26,182$59,891
19$34,600$79,000 19$28,309$64,636
20$37,300$85,400 20$30,518$69,873
21$40,200$92,300 21$32,891$75,518
22$43,500$99,700 22$35,591$81,573
23$47,000$107,600 23$38,455$88,036
24$51,700$118,400 24$42,300$96,873
25$56,800$130,300 25$46,473$106,609
26$62,500$143,300 26$51,136$117,245
27$68,800$157,600 27$56,291$128,945
28$72,700$166,700 28$59,482$136,391
29$77,000$176,300 29$63,000$144,245
30$81,400$186,600 30$66,600$152,673
31$86,100$197,300 31$70,445$161,427
32$91,100$208,800 32$74,536$170,836
33$96,400$220,900 33$78,873$180,736
34$102,000$233,700 34$83,455$191,209
35$107,900$247,300 35$88,282$202,336

OTHER SALARIES

Salary grades 51–99 are not included in the new salary structure for the TTC Project. These salary ranges remain the same for the jobs in the below categories. 

  • Student Assistants
    • Salary Grades 51-58
  • Student Help
    • Salary Grade 59

*University financial aid programs provide students four basic forms of assistance: grants, loans, assistantships, and part-time employment. 

The salary of a student employee may not exceed the established pay range minima for university staff employees with similar duties.

  • Temporary Employees (TE/LTE)
    • Salary Grade 60

*University staff temporary employees must be paid at least the state ($7.25/hr) or federal ($7.25/hr) minimum wage, whichever is greater, unless a lower wage is authorized pursuant to Section 14 of the Fair Labor Standards Act and Wis. Stat. § 104.07.

The salary of a university staff temporary employee may not exceed the established pay range maxima for the title assigned. 

Salary placement within the assigned salary range should take into consideration the pay of similar university staff who have an expectation of continued employment.

  • Coaches / Concurrent Faculty Appointments
    • Salary Grade 97
  • Zero-dollar Appointments
    • Salary Grade 98

 

Salary Structure FAQs

  • Employees who are paid below the minimum of their job’s salary range may be eligible for a raise to minimum based on their university’s policies.

Your salary placement within the salary range is based on factors like the rate at which you were hired, experience, skills, relevant education & certifications, quality of work, compensation management practices, and available funds. Most employees will earn somewhere between the minimum and the middle of the salary range. 

Maximum: the highest rate of pay for the job title

  • Employees who are paid at, or above, the maximum of their job’s salary range will remain eligible for lump sum payments, in addition to pay plan in January 2022.
  • They will generally not be eligible for base-building salary increases until the top of the pay range increases above their current salary, as is current practice.

 

Your salary placement within the salary range is based on factors like the rate at which you were hired, experience, skills, relevant education & certifications, quality of work, compensation management practices, and available funds. Most employees will earn somewhere between the minimum and the middle of the salary range. 

  • No, each job title in the library is matched with one salary grade and salary range that is evaluated and assigned by compensation professionals based on market data using best practice market pricing methods.
  • The only thing that can be appealed is if there is a better fit job title in the job title library.

You can get an increase in your salary with the pay tools that exist today. These include:

  • Pay Plan – Increase approved by Joint Committee on Finance for state employees
  • Performance – Recognizes exceptional performance
  • Parity – Maintains salary relationships for same classifications/titles
  • Equity – Address salary differences relative to protected statuses (e.g., gender, race, age)
  • Market – Address significant market issues in a job-specific industry
  • Retention/Bonus – One-time payment lump sum payment

Here is a learning resource about pay progression.

  • The new salary structure becomes effective November 7.
  • UW System Compensation Professionals will continue to update and maintain the salary structure as ongoing work.

Project Transitioning

Beginning in June, the project will start to transition content, like the title and salary structure information, into the UW System Human Resources site. Check back for more information.