Staff Pay Band Information
Every job at Purdue is assigned a pay band. Pay bands establish the competitive range of pay for a job and guide every compensation decision that is made, from annual merit awards, to promotional increases, to setting pay for new hires. It is the fundamental mechanism Purdue uses to ensure we deliver on our compensation philosophy of being fair, consistent and market competitive.
Purdue’s pay bands are based on competitive market data from well-established survey firms. Each pay band has three critical components:
- Minimum – Lowest acceptable rate of pay
- Midpoint – Target market median rate of pay
- Maximum – Highest acceptable rate of pay
Our pay bands reflect that not everyone in a job has the same level of experience, job mastery or performance. So while the midpoint represents the market rate for each job, not everyone will or should be paid at the midpoint. Depending on the level of experience, job mastery, and performance, some employees will be lower in the band, some closer to the midpoint and some above the midpoint.
The pay bands represent market competitive pay and have been designed to be wide enough to accommodate a variety of experience and expertise levels. An individual’s position within the pay band may vary dependent upon experience, performance, skills, competencies, and available budget.
Purdue is committed to ensuring all employees meeting performance expectations are paid within their pay band. In the event that an employee is found to be over the maximum of their pay band, no reduction in compensation will occur but their base pay will be frozen until such time as they fall below the maximum of the band.
The pay band minimums, midpoints and maximums are based on a full time fiscal year schedule.
| Pay Band | Minimum | Midpoint | Maximum |
|---|---|---|---|
| S025 | 25,000 | 34,800 | 44,600 |
| S030 | 27,600 | 38,300 | 49,000 |
| S035 | 30,300 | 42,300 | 54,300 |
| S040 | 33,500 | 46,600 | 59,700 |
| S045 | 36,900 | 51,200 | 65,500 |
| S050 | 40,400 | 56,200 | 72,000 |
| S055 | 44,500 | 61,900 | 79,300 |
| S060 | 48,800 | 67,900 | 87,000 |
| S065 | 56,000 | 78,000 | 100,000 |
| S070 | 64,600 | 89,700 | 114,800 |
| S075 | 74,200 | 103,200 | 132,200 |
| S080 | 85,300 | 118,700 | 152,100 |
| S085 | 98,100 | 136,500 | 174,900 |
| S090 | 112,900 | 157,000 | 201,100 |
| S095 | 129,700 | 180,300 | 230,900 |
| S100 | 149,100 | 207,300 | 265,500 |
| S105 | 171,400 | 238,300 | 305,200 |
| S110 | 197,200 | 274,100 | 351,000 |
| S115 | 330,800 | 441,700 | 552,600 |
| S120* | 35,100 | 96,600 | 158,100 |
| S125* | 52,800 | 144,900 | 237,000 |
S120 and S125 apply to Researchers. They are very broad to accommodate the number of factors that impact pay in such roles. Internal data based on current incumbents in the same job will be used to determine more specific pay for positions in these jobs.
