Classification
Here you will find information about civil service classifications and compensation at UIS. Guidelines for determining the proper classification for a position are set forth by the State Universities Civil Service System (SUCSS). Some positions may be exempted from the Civil Service Classification System. A new exemption procedure to define the exemption process has been adopted by SUCSS. Exempted positions are called Academic Professionals at UIS.
Classification Information
The classification of a position is determined by comparing an individual position’s job description to a class specification. A class specification sets forth the typical job duties an employee in that classification generally performs. It should be noted that it is okay for a position to perform job duties that are not listed on the class specification.
Civil Service Employment Categories
- Open Range – civil service positions that are not covered by a union;
- Prevailing Rate – civil service positions that are typically considered crafts and trades, and are governed by a master Agreement negotiated for a given area;
- Negotiated – civil service positions that are covered by a union;
- Established Rate – civil service classifications that are not covered by either a union or the open range pay plan.
A position is deemed to be properly classified if the majority of the employee’s time is spent performing duties consistent with a given classification. All vacant position job descriptions are compared to the classification specifications to determine if they are properly classified (please click on the civil service class specifications link below to review the various class specifications). If you are an employee, and you or your supervisor feel that your position is not properly classified, you may request a job audit.
- Civil Service Class Specifications
- Request or appeal a Job Audit
- Position Description Forms
Biennial Job Description Collection
In 2025 HR is piloting a new schedule for our biennial job description collection based on organization code. Please see the 2025-2026 job description collection schedule (pdf) and submit job description updates in JDXpert within your department’s designated quarter. If an employee has had an updated job description approved within the last year, a new submission is not required. Any questions can be directed to your division liaison as listed below.
Madison Vangunten
- Advancement Division
- Chancellor’s Division
- Finance & Administration Division
- College of Public Affairs and Education
Mackenzie Westlake
- Student Affairs Division
- College of Business and Management
- Academic Affairs Auxiliaries and Administration Offices
Jé Greer
- College of Health, Science and Technology
- College of Liberal Arts and Social Sciences
Ben Reinhart
- Center for State Policy and Leadership
Alexa Brant
- Enrollment and Retention Management Division
New Position Classification
- No new position classifications recently established for use
Compensation
Included below is compensation data, including salary ranges, for the classifications currently used by the University of Illinois at Springfield. If, after reviewing this website, you still have questions, feel free to contact the office of Human Resources.
Supervisors: Please post in your area if you have employees who may not regularly access campus email.
Compensation Policies
- Minimum Wage Compression Increases- Campus Communication (pdf)
- Policy and Rules for Civil Service Staff Scroll down to: Policy 5: Wage and Salary Administration
- Compensation: Pay and Taxes – and Salaries and Wages
- Alternate Compensation Policy
- Fair Labor Standards Act
- UI Payroll Schedule
Salary Ranges by Employment
- Pay Grades 2025 (pdf)
- UIS OPEN RANGE SALARIES 2025 (pdf)
- Extra Help Salary Ranges 2025 (pdf)
- Prevailing Wage Rates 2025 (pdf)
Negotiated Salaries
Read the current Collective Bargaining Agreements on Labor Employee Relations page.