Each staff role at Reed is assigned a job level and a salary range. When determining the job level of a new job, the first step is to match the scope of responsibility and authority with similar jobs. The second step is to consider what pay the job commands in the labor market and adjust the job level up or down accordingly.
All jobs on campus evolve and duties are often added, changed or subtracted. As such, reclassifying a job to a new level is rare. Typically, unless more than 50% of job duties change, the job will not be reclassified to a new level. Adding or subtracting direct reports does not typically necessitate reclassification.
Reed follows the US Department of Labor’s guidance on which jobs may be classified as exempt from overtime pay and which may not. Employees must earn $455 per week (irrespective of FTE designation) in order to be classified as exempt.
All positions (including regular, temporary, stipend and student) must earn minimum wage. Oregon minimum wage in the Portland Metro area is $12.00/hour and will increase as follows:
|July 1, 2019||$12.50|
|July 1, 2020||$13.25|
|July 1, 2021||$14.00|
|July 1, 2022||$14.75|