Compensation Policies

Pay Policy for Classified Employees

Revision: June 2011, DSCS Approved: July 6, 2011

Excerpt from policy: 

Civil Service Rule 6.5g permits the hiring of classified employees above the minimum of the pay range, and up to the third quartile of the pay range under certain circumstances. Offers above the minimum of the pay range require approval by compensation and will only be considered in the following situations:

  • When it is difficult to attract and retain candidates
  • When the department is experiencing high turnover in a job
  • When there are hiring difficulties due to market influences
  • When a candidate possesses extraordinary qualifications/credentials

Employees who are re-employed on probation, but who could have otherwise been promoted, will retain eligibility for the promotional increase for up to one year. A determination will be made by HRM working with the department in each case as to the timing and appropriateness of the promotional increase.

Title Salary Administration

PS-20, Revision: PS0020.R05, Effective: Oct. 1, 1993

Excerpt from PS-20: 

To describe the pay plan used by the LSU & A&M College campus for its administrative and professional employees, which is designed to optimize the utilization of the personnel resources of the university by providing appropriate career ladders for employees and for maintaining equity in salary among personnel.

The university has established a detailed salary structure for internal use, individual positions have been described, analyzed and titled and salary levels have been developed for each job title.

Additional Compensation Limits

PS-43, Revision: PS0043.R03, Effective: May 16, 1995

Excerpt from PS-43: 

Additional Compensation Limitations for Academic and Administrative/Professional Employees & Computation of Summer Salary Rates for Academic Employees. 

Occasionally, academic and administrative/professional employees are asked to assume responsibility for additional duties unrelated to, or independent of, their normal work. When such assignments are clearly not a part of the employee's normal assignment, additional compensation may be permitted. A request must be approved prior to the beginning of the additional compensation assignment. It is the employee's responsibility to monitor his/her individual allowable compensation limit (see Additional Compensation Limitations below) and not to exceed the limit.

Typically, additional compensation outside the summer period is earned from departments other than the home department. Additional compensation work may include instruction, research or public service activities, which are generally short term in nature.

Classified/Civil Service Employees: Title and pay are determined in accordance with a statewide classification and pay plan established by the Louisiana Department of Civil Service. The title is a reflection of the duties and responsibilities described in the position description forwarded by LSU to civil service. The level of pay for each job title is determined by civil service on the basis of education and experience required, supervisory responsibility, job contacts, job impact and complexity, work environment and physical demands.

  • Classified/civil service employees in a nonexempt job are eligible to be compensated for overtime at a premium rate (time-and-a-half compensatory time or time-and-a-half paid).
  • Classified employee in an exempt job may be compensated for overtime at a straight time rate (hour-for-hour compensatory time or regular-rate paid). PS-61, Overtime Policy, outlines policy details.

Academic and Professional Employees: The university maintains a title and pay system for academic and professional employees based on the duties, responsibilities and qualification requirements contained in position descriptions. Academic and professional employees are not eligible for overtime pay or compensatory time.