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Sometimes, it’s all about the Benjamins. And you know what? That’s okay. Take a look at the expected earnings—by year and by life—for all of our careers.

Supply Chain Salary and Career Survey Report

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60.

12 Administrative Professional Salary Determination and Adjustment | PR&F site

PERSONNEL
60.12
Revised 3-22

For more information contact:
   Human Resource Services
   509-335-4521

PRINT SECTION

Administrative Professional Salary Determination and Adjustment

Policy

The system Human Resource Services (HRS) administers the procedures for administrative professional (AP) salary determinations and adjustments. To ensure salary decisions are consistent, system HRS provides overall direction for all salary determinations and adjustments system-wide. System HRS is at the Pullman campus. Campus HRS offices are located at Spokane, Tri-Cities, and Vancouver campus locations.

Eligibility

This salary determination and adjustment procedure applies to all AP employees.

Tools

The salary determination tool/guide (Table 1) provides direction when setting AP compensation based upon the employee’s skills and abilities related to the position and the minimum, midpoint, and maximum of the assigned salary grade ranges.

New Employees

New employee salaries are assigned based on the applicant’s qualifications and experience for the position’s assigned grade range.

System HRS must review and approve a proposed starting salary above midpoint of the salary range prior to the department making an offer to the applicant. Salary rates at the minimum or below the midpoint do not require additional review by system HRS.

Appointing authorities recommend new employee placement within the grade range/quartile with System HRS conducting a review and having final approval for placement in third or fourth quartiles.

Current Employees

Reallocation

The employee’s salary rate is typically placed from the minimum to the midpoint of the salary range. In consultation with system HRS, hiring departments should consider an employee’s qualifications and experience using the salary determination tool/guide in Table 1 when determining the salary rate.

Open Recruitment

The successful applicant is placed at a salary rate from the minimum to the midpoint of the range. In consultation with system HRS, the hiring department should consider the employee’s qualifications and experience when determining a starting salary. Departments may place salaries within the first and second quartiles of the salary determination tool (minimum to midpoint) without additional review or approvals. However, above midpoint requires consultation and final approval from System HRS.

When the position is the same salary grade range as the employee’s current position, salary is determined as it would be with lateral moves.

Lateral Moves

Generally, an employee does not receive a salary adjustment when moving to another position with a comparable salary grade range. The department may contact the campus HRS office to discuss a possible exception based on a unique job or on employee qualifications prior to making an offer to the employee. System HRS considers the operational size of the unit and scope of duties as well as other factors when determining the appropriate salary.

Voluntary Demotions

If an employee voluntarily moves to another position with a lower salary range, the employee’s salary rate is governed by the new salary range.

Departments may place salaries within the first and second quartiles of Table 1 (minimum to midpoint). However, above midpoint requires consultation and final approval from System HRS.

Acting or Interim Appointments–Temporary Base Salary Increases

Occasionally, employees are expected to assume higher levels of duties as a result of “acting” or “interim” appointments. However, it is only when an employee is appointed as acting or interim that a base salary adjustment may occur as follows:

• The appropriate appointing authority must authorize the acting or interim appointment in collaboration with system HRS.
• The employee must meet the minimum requirements of the position.
• The employee’s temporary salary is determined by the salary range/grade of the acting or interim position. System HRS approves the proposed salary.

Executive-Level Appointments

The Vice President and Chief Human Resource Officer must authorize executive-level acting or interim AP appointments and salary with the following titles:

• Vice presidents
• Vice chancellors
• Assistant vice presidents
• Assistant vice chancellors
• Associate vice presidents
• Associate vice chancellors
• Executive directors
• Athletic Director
• Chief of Staff

See also BPPM 60. 17.

Stipends

Temporary compensation in the form of a stipend to increase a salary may be appropriate when:

• The employee has taken on additional duties of at least twenty percent of effort outside of their position’s typical duties for an extended period of time.
• The stipend salary adjustment is temporary.
• The salary stipend does not exceed a ten percent increase in the employee’s monthly base salary.

Executive-Level Appointments

The Vice President and Chief Human Resource Officer must authorize executive level stipends for Vice Presidents and the Athletic Director.

Mass Salary Increases (MSI)

Salary increases for AP employees are not automatically provided. WSU awards general salary increases to administrative professional (AP) employees as part of the University-wide mass salary increase (MSI) process when funds are allocated by the Legislature and/or the University.

The Budget Office provides guidance on the MSI process each year.  

Out-of-Cycle Salary Adjustments

Under certain circumstances, “out-of-cycle” salary increases may be appropriate. Out-of-cycle salary determinations are proposed/requested by the departmental appointing authority and must receive system HRS approval before being communicated to the employee.

General Considerations

The following should be taken into consideration when proposing an out-of-cycle salary adjustment:

• The salary determination tool (Table 1) guides the appointing authority on the appropriate salary to propose for out-of-cycle salary adjustments.
    
• Increases of less than or equal to 10 percent and below the midpoint of the salary grade require a system HRS review to verify the percentage of the increase and quartile placement.
    
• Increases of more than 10 percent and/or above the midpoint of the salary grade require a system HRS review and approval.

Justification Categories

The following scenarios may justify an out-of-cycle salary adjustment:

• Significant changes of duties. This requires an updated position description in the Online Position Description and Recruitment System (OPDRS).
    
• Internal or external equity and/or market conditions:
  • May be appropriate if employee’s salary is determined to be inequitable.
  • Department and system HRS jointly conduct a review of salary equity for the entire area to identify potential concerns.
• Retention:
  • May be considered if an employee is offered higher level work either internal or external to WSU. Internal to WSU higher level is considered to be a higher salary grade than the employee’s current position.
  • Salary placement must be within the salary range and use the salary determination tool.
  • System HRS reviews salary equity when evaluating a retention increase request. Equity reviews may not be limited only to the immediate department.
• Extraordinary merit may be considered if an employee performs work:
  • Substantially above and beyond expectations on a specific project or goal; or
  • Beyond the normal function and responsibilities of the job in a way that significantly impacts the unit, strategic priorities, and/or the University strategic plan.

System HRS conducts a review with departmental input.

Request Process

To request an out-of-cycle salary adjustment, follow the AP classification/reclassification procedure in BPPM 60.02.

If the request is for retention or internal or external equity and/or market conditions, the appointing authority submits a request through Workday. (See the Workday Request Compensation Change reference guide for instructions.) NOTE: Submitting a request does not ensure system HRS approval.

Workday Documentation
The personnel administrator or appointing authority submits justification through the Workday Request Compensation Change action that includes:

• Justification memo detailing the basis for the request, or a comment explaining the reasoning regarding the out-of-cycle salary request. The memo or comments should include:
  • Why the increase is being initiated;
  • The circumstances prompting the request; and
  • Any additional pertinent information.

Approval
System HRS makes the final decision to approve or deny the out-of-cycle increase request. EXCEPTION: If the request is for an out-of-cycle increase for an executive-level position, the President or the Provost and Executive Vice President makes the final decision and must provide authorization to system HRS.

HRS Process

System HRS reviews the out-of-cycle salary request using:

• The salary determination tool (Table 1),
    
• The employee’s current placement with the assigned salary grade range, and
    
• The new placement in the salary grade range after the proposed increase:
  • Increases of less than or equal to 10 percent and below the midpoint of the salary grade require a System HRS review to verify the percentage of the increase and quartile placement.
  • Increases of more than 10 percent and/or above the midpoint of the salary grade require a System HRS review and approval.

System HRS may incorporate additional market data such as local, regional, and CUPA (College and University Personnel Association) market data in the full review and analysis. System HRS may also meet with the appropriate college/department representatives and the incumbent.

System HRS administers all official salary surveys used to make University compensation decisions.

Decision
System HRS provides notification through Workday to the requesting appointing authority regarding whether the request is or is not approved. An approval memo notification is sent to the following:

• Departmental HR partner
• Employee
• Supervisor
• Appointing authority
• HRS Records

Employee-Requested Salary Review

Any AP employee may request a salary review of their own position (see also BPPM 60.02). To initiate such a review the requesting employee must submit the following to their immediate supervisor and their campus HRS office:

• A memorandum describing the circumstances and basis for the request.
• A signed position description that includes current duties and responsibilities.
• An organization chart showing the position’s relationship to other positions in the department (see BPPM 60.02).

NOTE: Campus HRS offices are located at the Spokane, Tri-Cities, and Vancouver campuses. System HRS is at the Pullman campus.

HRS Process

The campus HRS office performs a position review/analysis, a position audit, and/or a salary review, as described above. The review may or may not result in a title/title code change and a different salary range.

Upon completion of the review, the campus HRS office provides a written summary to the employee and the appointing authority. The appointing authority is to provide a written response to the campus HRS office  and the requesting employee within 30 days of receiving the analysis from the campus HRS office.

If HRS determines that there should be a title/title code change and a different salary range, the appointing authority in collaboration with HRS makes the final decision on the salary for the position. The approved salary must be within the range recommended by HRS.

If the campus HRS office determines that there should be a title/title code change and a different salary range, the appointing authority may make a recommendation to change the salary for the position, with system HRS having final approval.

Current revisions of 1C: Professional exams

Until further notice, exams can be held both in-person and remotely (depending on the mode of operation of certification centers).
Contact the certification authorities of your city https://1c.ru/prof/tests/index.jsp
It is allowed to take exams in the examination center of the city closest to you if there are no working certification centers in your city.
Partners can take only in centers with SEC status. For questions, you can write to [email protected]

Exam name	Edition
For all
for knowledge of the main mechanisms and capabilities of the 1C: Enterprise platform 8	8. 3
Technology
administration of systems based on the platform “1C:Enterprise 8”
information systems operation
For Russia
1C: Accounting 8	3.0
1C: Trade Management 8	11.4
1C: Payroll and personnel management 8	3.1
for personnel management in the program “1C: Payroll and personnel management 8 CORP”	3.1
1С:ERP Enterprise management 2	2.5
1С:ERP Agro-industrial complex	2.4
1C: Manufacturing Enterprise Management 8	1.3
knowledge of the features and application of budgeting in applied solutions of the 1C:Enterprise system 8	1.2
knowledge of the implementation and application of IFRS in applied solutions of the 1C:Enterprise system 8	1. 2
knowledge of the main features of the applied solutions of the “1C: Medicine” line	revision 2
1С: Holding management 8	3.0
1C:Enterprise 8. WMS Logistics. Warehouse Management	5.0
1C: Retail 8	2.3
1C: Accounting department of a state institution 8	2.0
1C: Salary and personnel of a state institution 8	3.1
1C: Document management 8	2.1
according to the database “1C: Document Management Methodology”
1C: Management of our company 8	1.6
1C: Budget reporting 8	1.0
1C: Accounts department of an autonomous institution 8	2.0
1C: Educational institution	2.0
for the subsystem “International Financial Accounting” in “1C: ERP Enterprise Management 2”	2. 5
1C: PROF University	2.2
1C: College PROF	1.1
1С:ERP. Construction organization management 2	2.4
for the subsystem “International Financial Accounting” in “1C: Holding Management 8”	1.3
on the use of the “Budgeting” subsystem in “1C: Holding Management 8” and “1C: ERP. Holding Management 8”	3.0
1C: Consolidation 8	1.2
For partners:
for sales in a small company 1C: Franchisee
for sales of support tariffs and 1C services
Sales of “1C:Enterprise 8” programs for self-supporting organizations
for specialized and industry-specific manufacturing solutions
1C:ITS Administrator
1C:ITS Support Specialist
1C:ITS Client Manager
Testing “Fundamentals of Management”
Testing “1C: Project Manager”
Testing “1C: CORP Maintenance Manager”
For Azerbaijan
1C: Accounting 8 for Azerbaijan	1. 0
1C: Company management 8 for Azerbaijan	1.6
For Belarus
1C: Accounting 8 for Belarus	2.0
1C: Trade Management 8 for Belarus	3.4
1С: Payroll and personnel management 8 for Belarus	3.0
For Kazakhstan
1C: Accounting 8 for Kazakhstan	3.0
1C: Trade Management 8 for Kazakhstan	3.4
1С: Payroll and personnel management 8 for Kazakhstan	3.1
1C:Enterprise 8. Management of a manufacturing enterprise for Kazakhstan	1.3
1С:Enterprise 8. Accounting for state institutions of Kazakhstan	3.0
1С:Enterprise 8. Accounting for state enterprises of Kazakhstan	2. 0
1С:Enterprise 8. Salaries and personnel for state organizations of Kazakhstan	1.0
1С:ERP Enterprise Management 2 for Kazakhstan	2.4
1С:Document management CORP for Kazakhstan	2.0
1C: Management of our company 8 for Kazakhstan	1.6
For partners:
1C:ITS Kazakhstan Administrator
1C:ITS Kazakhstan Support Specialist
1C:ITS Kazakhstan Client manager
For Kyrgyzstan
1C: Accounting 8 for Kyrgyzstan	3.1
1C:Enterprise 8. Trade management for Kyrgyzstan	10.2
For Latvia
1C:Enterprise 8. Trade management for Latvia	1. 1
1C: Payroll and HR 8 for Latvia	1.0
For Moldova
1C: Accounting 8 for Moldova	3.0
1C:Enterprise 8. Trade management for Moldova	1.0
1C:Enterprise 8. Payroll and personnel management for Moldova	2.1
1C: Retail 8 for Moldova	2.2
1C: Company management 8 for Moldova	1.6
For Tajikistan
1C: Accounting 8 for Tajikistan	3.0
1C: Trade Management 8 for Tajikistan	11.4
1C: Company Management 8 for Tajikistan	1.6
1C: Retail 8 for Tajikistan	2.3
For Turkmenistan
1C: Accounting 8 for Turkmenistan	1. 0
For Uzbekistan
1C: Accounting 8 for Uzbekistan	3.0
1C: Retail 8 for Uzbekistan	2.2
1C: Company Management 8 for Uzbekistan	1.6

qualifications and main languages ​​/ Sudo Null IT News

We are already collecting data for the salary report for the second half of 2021, but for now we continue to analyze data for the first . Today we are talking about how much developers of different languages ​​and qualifications earned and how their salaries have changed compared to with the second half of 2020 .

Brief conclusions are as follows: in the qualifications, everyone, except juniors, has grown, the leads took first place. If we talk about the main programming languages, the salaries of Objective-C, Ruby on Rails and Swift developers have grown the most, and 1C developers are the only ones who have remained at the same level. We tell you more about all the changes and show them on the charts below.

By the way, you can always check whether your salary is higher or lower than the market in salary calculator Habr Careers.

Developer salaries by qualification

In general, apprentice developers earned ₽31,000 in the first half of 2021 (hereinafter, the median salary is indicated). Junes – 52,000 ₽, middles – 120,000 ₽, seniors – 195,000 ₽, and leads – 230,000 ₽. Here is the detailed chart of for the first half of 2021 with the 90th, 75th, 25th and 10th percentiles.

Compared to the second half of 2020, the level of salaries has increased for everyone except juniors. The largest increase in leads is 15%.

Dynamics of developer salaries by qualifications

Here are the highest and lowest salaries of developers of different qualifications by main programming languages: C++ juniors are slightly ahead and earn 52,000 ₽ on average. The highest paid juniors are in RoR development. Their salary is 80,000 ₽.

Salaries by languages ​​and qualifications in the first half of the year (Part 1) Salaries by languages ​​and qualifications in the first half of the year (Part 2)

The salary increases most noticeably when moving from junior to middle — on average, it increases by 2.3 times . With a further change in qualifications, these indicators decrease: 1.6 times the average salary increases when moving to a senior and 1.2 times – from a senior to a lead.

The largest increase in the transition from junior to middle is observed among developers on Kotlin – 2. 5 times. From middle to senior, the salary of 1C developers grows the most – 2 times. Growth from senior to lead in Objective-C developers leads to a 1.4 times increase in salaries.

Salaries of developers in the main languages ​​

And as usual, let’s move on to the charts for each language with the median salaries of juniors, middles, seniors and leads. They are hidden behind spoilers, and the main trend can be seen in the title. So you can quickly find out what picture has developed in the language you are interested in, and then go over the rest. Go!

Go: seniors and leads have grown, while juniors and middles have fallen

The median salary of Go developers in the first half of 2021 is 180,000 ₽ (+2% compared to the second half of 2020).

In terms of qualifications, the situation is as follows: juniors in Go — 75,000 ₽ (-4%), middles — 150,000 ₽ (-4%), seniors — 213,000 ₽ (+7%), and leads — 255,000 ₽ ( +6%.

Detailed graph of by percentile.

Objective-C: everyone has grown, especially leads

The median salary of Objective-C developers in the first half of 2021 is 200,000 ₽ (+18% compared to the second half of 2020).

Middles earned 160,000 ₽ (+14%), seniors — 220,000 ₽. (+7%), leads — 297,000 ₽ (+41%). For the Junes, we again did not have enough data. If you are a junior in Objective-C development – please share your salary with us!