Types of Administrative Faculty

Administrative faculty includes the following:

  • Executive faculty, which consists of the vice chancellors and the presidents and vice presidents of NSHE member institutions.
  • Supervisory faculty, which consists of persons who perform predominantly office or non-manual work of a supervisory nature as head of a college, school, center, division, laboratory, or other administrative unit of a member institution or special unit of NSHE.
  • Support faculty, which consists of persons, including but not limited to teaching assistants, laboratory assistants, athletic coaches, and assistant athletic coaches, who perform predominately office or non-manual work of a:
    • Confidential nature performed under the direct supervision of a member of the executive faculty.
    • Predominantly intellectual, specialized or technical nature requiring training, experience or knowledge in a field of science, learning, or occupation customarily acquired by a course of specialized intellectual instruction, studies, or experience, which is performed under general supervision only and requires the consistent exercise of discretion and judgment.

Salary Ranges

The Nevada System of Higher Education's (NSHE) Board of Regents periodically updates salary ranges for administrative faculty members.

Ranges are adjusted based on a review of faculty salaries at other institutions of higher learning. Ranges also are updated to reflect cost-of-living increases when given by the Nevada Legislature and approved by the NSHE Board of Regents.

Administrative faculty positions are assigned to a range that represents the career level of that position consistent with the following guidelines:

Range Descriptions

Range Career Level
E Senior Executive: Senior leadership role with long-term strategic impact on the course of the university.
D, E Executive: Manages significant administrative functions with major impact on the university. Involves direction of one or several senior or middle managers.
C, D Senior manager: Manages complex department or function with responsibility for coordinating multiple administrative activities.
C Middle manager/senior professional: Manages a department or program. May also apply to professionals and consultants who are recognized as university authorities in their fields of expertise.
B, C Entry-level manager/senior professional: Typically requires a bachelor’s degree or equivalent and four or more years of experience.
A, B Supervisor/maturing professional: Typically requires a bachelor’s degree or equivalent and two to four years of experience.
A Entry-level professional: Typically requires a bachelor’s degree or equivalent.

Administrative Salary Schedule

The below administrative salary schedule is approved through 2021:

Grade Minimum Q1 Mid Q3 Maximum
E $123,474 $164,632 $205,791 $246,949 $288,107
D $75,564 $100,752 $125,940 $151,129 $176,317
C $53,805 $71,740 $89,675 $107,610 $125,545
B $39,123 $52,164 $65,205 $78,247 $91,288
A $31,782 $42,376 $52,970 $63,564 $74,158

Starting Salary

Initial salary placements should be made within the recommended HR salary range. Placement should be based on factors such as prior experience, appropriate credentials, and length of service.

Initial placement at a level higher than the base Q2/median/mid-range but within the range itself must be accompanied by written justification and evidence of substantial experience or credentials relative to the position, and approved by the president.

Initial placement for institutional positions above the range of the applicable salary schedule must be approved by the Chancellor before an offer is made.

Merit Pay

Nevada legislature has designated a 1% merit overall salary pool for FY24. Visit the merit guidelines webpage for further information.

Retention Incentive Bonus

The Nevada Legislature approved Assembly Bill 522 that includes four retention incentive payments of $250 for fiscal years 2024 and 2025, less standard deductions, to permanent employees who are employed in an academic or administrative faculty or classified position that is no less than half-time (0.5 FTE).

Eligibility Criteria 

To be eligible for retention payments, individuals must: 

  • Be a regular appointed part-time or full-time academic faculty, administrative faculty, or classified employee. 
  • Have a base salary of $120,000 or less

Tax Implications

The retention incentive payments are wages; therefore, Medicare tax and Federal Income tax will be withheld.

Ineligible Employees

Employees under the following classifications are ineligible for retention incentive payments:

  • Letter of Appointment
  • Part-time Instructors
  • Temporary Hourly
  • Student Employees
  • Graduate Assistants
  • Postdoctoral Scholars
  • Select Head Coaches

Payment Schedule

FY 24-25 Payment Schedule
Academic and Administrative Faculty Monthly

Employed on

Academic and Administrative (monthly) 

09/30/2023 11/01/2023
12/31/2023 02/01/2024
03/31/2024 05/01/2024
06/15/2024 06/30/2024 (off regular pay cycle)
09/30/2024 11/01/2024
12/31/2024 02/01/2025
03/31/2025 05/01/2025
06/15/2025 06/30/2025 (off regular pay cycle)

Longevity Pay

The passage of Assembly Bill 522 included a program to encourage employee continuity of service, also known as longevity. Under this program, eligible employees will receive semi-annual payments based on their years of service beginning in December 2023. 

Eligibility Criteria

To be eligible for semi-annual longevity payments, individuals must: 

  • Be a regular appointed part-time or full-time academic faculty, administrative faculty, or non-CBA covered classified employee 
  • Have eight (8) or more years of continuous state service. 
    • “Continuous state service” for longevity purposes includes uninterrupted service within the branches of state government, and uninterrupted service with NSHE as classified employees or academic and administrative faculty in regular non-temporary positions. 
  • Be employed within NSHE on the first of the month prior to the longevity payment. 
  • Have received a rating of satisfactory or higher on their most recent performance evaluation.

Ineligible Employees

Employees under the following classifications are ineligible for longevity payments:

  • Letter of Appointment (salaried and hourly)
  • Part-time Instructors
  • Temporary Hourly
  • Student Employees
  • Graduate Assistants
  • Postdoctoral Scholars
  • Classified employees under a collective bargaining unit (A,E,F,G) 

Additional Information

  • Longevity payments are retirement-eligible payments. 
  • Individuals employed for at least .50 FTE but less than 1.0 FTE during the six-month period prior to the longevity payment, will receive a prorated payment based on their average percentage of FTE for the six-month period prior to the corresponding longevity payment.
Longevity Payment Schedule for Eligible Academic and Administrative Faculty

Employee's years of service will be determined by rounding down to the nearest whole number. For example, an individual with 13.6 years would receive the payment of $225 for 13 years.

Quick Link: Nevada Board of Regents Policy on Longevity Pay, Chapter 3, Section 9

Years of Service June & December Payments
8 $100
9 $125
10 $150
11 $175
12 $200
13 $225
14 $250
15 $300
16 $350
17 $400
18 $450
19 $500
20 $550
21 $600
22 $650
23 $700
24 $750
25 $825
26 $900
27 $975
28 $1,050
29 $1,125



Cost of Living Adjustments

The Nevada Legislature meets every two years to discuss cost of living adjustments (COLA) as a part of the budget for the coming biennium, and has approved cost of living adjustments.

Below are the eligibility guidelines and an update to the “COLA History” cost of living adjustments approved by the Nevada legislature effective July 1, 2023.

Who is Eligible?
An employee is eligible to receive COLA if they were hired in an eligible position on or prior to June 30, 2023.* (unless indicated otherwise by their contract/offer)
Eligible Employees: All non-temporary classified and regular continuing faculty (Academic and Administrative).
Ineligible Employees: Postdoctoral Scholars, Temporary Faculty, Letter-of-Appointment Faculty, Medical Residents, Student Employees, Graduate Student Employees (TAs and RAs), and Volunteers, Adjunct Faculty and Emeritus Faculty (unpaid)

Effective date of July 1, 2023.

Effective Date Percentage Note
July 1, 2023 4% Clinical Faculty, Kirk Kerkorian School of Medicine
July 1, 2023 12% Academic and Administrative and Faculty
July 1, 2023 12% Classified Staff
July 1, 2023 13% AFSCME and NPU Classified Staff
Effective Date Percentage Note
July 1, 2022 1.0% AFSCME classified staff will receive a 3% cost of living increase for FY23.

July 1, 2021



July 1, 2020



July 1, 2019



July 1, 2018



July 1, 2017



July 1, 2016



July 1, 2015



July 1, 2014



July 1, 2013



July 1, 2012



July 1, 2011



July 1, 2010



July 1, 2009



July 1, 2008



July 1, 2007



July 1, 2006



July 1, 2005


Step 10 added to the classified schedule

July 1, 2004



July 1, 2003



July 1, 2002



July 1, 2001



July 1, 2000


Classified received 2.0% COLA, UNLV Faculty Senate voted to forego COLA.

July 1, 1999



July 1, 1998



July 1, 1997



July 1, 1996



July 1, 1995


Classified received 5.0% COLA, Faculty Merit pool was increase from 2.0% to 2.5%.

July 1, 1994



July 1, 1993



July 1, 1992



July 1, 1991



July 1, 1990



July 1, 1989



Permanent Change to Base Salary

Employees may request a permanent change to base salary. Final action for each request is made by the appropriate Vice President, the Executive Vice President and Provost, or the President and communicated to the employee.

Request Process

Request Type Instructions
Reason A: Requests based on a perceived inequity among similarly situated peers (not based on a protected class).
  1. Faculty member submits request to immediate supervisor. Requests can also be initiated by a supervisor on the faculty member’s behalf in a proactive manner, with the faculty member’s agreement.
  2. Supervisor reviews request (and can prepare additional documents as it relates to the request). This is not an approval or denial step, but a notification to the supervisor that a perceived inequity exists and that the faculty requests a review.
  3. The supervisor submits the materials to the appropriate administrative head for review. The head may add additional context to the request, but must forward for analysis to Human Resources in Workday with attached justification and employee resume
  4. Human Resources reviews and provides recommendation to the appropriate Vice President for final review and approval.
Reason B: Requests based on perceived inequity (based on a protected class)
  1. Faculty prepares request and submits to the Office of Equal Employment & Title IX. Requests can also be initiated by a supervisor on the faculty member’s behalf in a proactive manner, with the faculty member’s agreement.
  2. The Office of Equal Employment & Title IX investigates claim and completes official review
  3. Notification of decision sent directly to faculty member, appropriate administrative head, and when applicable Human Resources
Reason C: Requests based on significant change in job responsibilities
  1. Faculty and supervisor prepares materials to include with their case for salary review. Requests can also be initiated by a supervisor on the faculty member’s behalf in a proactive manner, with the faculty member’s agreement.
  2. The supervisor submits the materials to the appropriate administrative head for review and approval. If administrative head is not in agreement, they will notify the supervisor and faculty member.
  3. Human Resources reviews and analyzes the request.
  4. Human Resources provides recommendation to the appropriate Vice President for final review and approval.

Adjustments to salary are contingent on funding. Approved salary adjustments are reported yearly to the Faculty Senate. Adjustments that exceed 10% of base salary are reported to NSHE.

Appeals Process

Should the employee desire to appeal the salary decision of the vice president, the executive vice president and provost, or the president they may do so under the provisions of the UNLV Bylaws found in Section 13. Appeals for Nonacademic Faculty on Personnel Matters; which states:

13.1 Right to Request Reconsideration. Nonacademic faculty members have the right to request reconsideration of personnel actions denying salary increases, promotion or reappointment in accordance with the Nevada System of Higher Education Code (see Chapter 5, Section 5.2.4). (Salary increases include merit awards.)

Please note that denial includes the denial of a higher amount than that approved. As such, the following process is used to appeal an increase of zero and/or any increase that is less than the employee thinks appropriate.

The UNLV Bylaws outline the process for appeal in two steps, these steps include: 13.2.1 Written Request for Reasons of Denial. A nonacademic faculty member who has been denied a salary increase, reappointment, or promotion may, within 15 calendar days after notification of such denial, provide a written request to the department chair, supervisor or dean/director who rendered the negative decision asking for a statement in writing of the reasons for the denial. The response must be received by the non-academic faculty member within 15 calendar days after the appropriate administrator receives the written request for reasons. (See Nevada System of Higher Education Code, Chapter 5, Section 5.2.3.)

13.2.2 Reconsideration of Denial. Within 15 calendar days after the receipt of the written reasons for the denial of salary increase, reappointment, or promotion, a non-academic faculty member may request reconsideration of such denial. The request shall be submitted to the faculty member's supervisor together with the reasons, arguments and documentation supporting the request for reconsideration. The request for reconsideration shall be promptly directed through regular channels with recommendations from each administrative level for or against reconsideration of the decision. The Office of Human Resources will review request for reconsideration, and forward recommendation to the appropriate Vice President. Final action shall be taken within a reasonable time by the President or delegated appointing authority after receipt of the recommendations.

Administrative Faculty (Non-Exempt)

A few select positions at the University are designated as administrative faculty (non-exempt). These positions do not meet the minimum salary threshold and/or the duties test as required under the Fair Labor Standards Act in order to be classified as exempt. Therefore, these positions are eligible for overtime if they work an excess of 40 hours in a workweek.

Employees must receive pay for all time during which an employee is required to be on the employer’s premises or performing work activities. All time controlled or required by the supervisor and pursued necessarily and primarily for the benefit of the employer must be counted as work time.

  • Employees are eligible for overtime compensation when the employee works an excess of 40 hours in a workweek. Overtime must be approved by the employee’s supervisor in advance.
  • Employees who work overtime without authorization are subject to disciplinary action.
  • The "workweek" is a calendar week, running from 12:01 a.m. Sunday to 12:00 p.m. Saturday.*
  • Annual leave, sick leave, use of compensatory time and paid holidays are not counted toward time worked for overtime calculation purposes.
  • Departments are encouraged to use flexible schedules to limit overtime costs and demands upon employees.
  • In order to ensure a proper work and personal life balance and to protect employees from excessive work schedules and to limit an employer's cost liabilities, overtime must be kept to a minimum.

*Select departments on campus may have a different standard workweek, please consult with department business manager.


Excluding normal commuting time, employees should be compensated for all travel unless it is:

  1. overnight;
  2. outside of regular work hours;
  3. on a common carrier or as a passenger
  4. where no work is done.

However, special rules apply to special situations.


  • Generally, an employee is not at work until he or she reaches the work site.
  • But, if the employee is required to report to a meeting place where he or she is to pick up materials, equipment, or other employees, or to receive instructions before traveling to the work site, time is compensable once the employee reaches the meeting place.
  • If the employee drives a state vehicle, to and from work, he or she does not have to be compensated for that commuting time as long as:
  1. driving the vehicle between home and work is strictly voluntary and not a condition of employment;
  2. the vehicle is a type normally used for commuting;
  3. the employee incurs no costs for driving the employer’s vehicle or parking it at home; and
  4. the work sites are within normal commuting area of the employer’s place of business.


Travel as a part of the employer’s principal activity must be counted as hours worked. If the travel is for the benefit of the employer, it is compensable. Example: the employee travels from job site to job site during the workday.

If the employee stops at a shop or the home office for his or her own convenience, the time traveling from the office to the site is not compensable.

Time spent by the driver in picking up other passengers and transporting them to a specific location is work time and therefore compensable. Time spent by passengers traveling in a car outside the normal workday hours is not compensable.

Regular meal period time is not considered compensable time.


If the employee is assigned to work in another city for one day and the travel is performed at the employer’s request and for the employer’s benefit, it is part of the principal activity of the employer and therefore is compensable. This is true even if the employee is traveling by common carrier since this is a special assignment and is not ordinary home to work travel. The assignment is performed for the employer’s benefit and at the employer’s special request to meet the needs of the particular and unusual assignment.

However, in this special one-day assignment travel time between the employee’s home and the airport or railway station is home to work travel time and therefore not compensable.

To the extent that an employee performs work while traveling, e.g. preparing for a meeting, reviewing documents, making telephone calls, this time constitutes hours worked even if the travel time would otherwise not be compensable.

Single day out-of-town travel is considered hours worked, excluding a meal period. For example, a non-exempt employee whose normal work hours are 8:00 a.m. to 5:00 p.m. is given an assignment to be in Reno for one day and return that evening. The non- exempt employee leaves the University (or his/her home) at 7:00 a.m., the meeting is over at 3:00 p.m., and the employee arrives back at the University (or his/her home) at 7:00 p.m. In this case, the travel time between 7:00 a.m. to 8:00 a.m. and 5:00 p.m. and 7:00 p.m. is considered as hours worked and the three hours count towards calculating eligibility for overtime over 40 hours. Assuming that the non-exempt employee did not perform any other extra work during the work week, the employee worked 43.0 hours in the work week, and would be eligible for 4 and ½ hours of compensatory time.


Travel performed at the request and for the benefit of the employer that keeps an employee away from home overnight is travel away from home.

Travel away from home is clearly work time when it cuts across the employee’s regular workday hours and is compensable. If this travel occurs during normal work hours on non-working days (i.e. Saturday or Sunday for an employee who works Monday through Friday) the time is also compensable.

Time the employee spends in overnight travel away from home outside of regular working hours as a passenger on an airplane, train, boat, bus, or automobile and the employee is free to relax, is not considered compensable time. If the employee is the driver of the vehicle, the employee must be compensated as driving is work time. To the extent that an employee performs work while traveling, e.g. preparing for a meeting, reviewing documents, making telephone calls, this time constitutes hours worked even if the travel time would otherwise not be compensable.

Example: Employee drives to the airport to attend a seminar and has two co–workers as passengers with him. If the trip is made before or after normal work hours, only the driver receives compensation as only the driver is working. If the trip is made during normal work hours, all three employees are compensated because travel during normal work time is compensable.

Time spent at a motel with freedom to use time for the employee’s own purposes is not compensable.

More Examples: An employee who regularly works from 8 a.m. to 5 p.m. from Monday through Friday is assigned overnight travel. The employee travels on business to a location that requires two hours of travel time. The employee leaves Friday at 8 a.m., arrives at the work location at 10 a.m. and works until 5 p.m. on Friday. The employee should be compensated for 8 hours of work on Friday. The employee begins work at 8 a.m. on Saturday morning, takes an hour meal break, and returns home on Saturday at 2 p.m. Since the employee worked and traveled for 5 hours on Saturday during hours that would be considered normal work hours on a non-working day, the employee would be eligible for 7.5 hours of compensatory time on Saturday.

An employee who regularly works from 8 a.m. to 5 p.m. from Monday through Friday is assigned work out of town. On Friday, the employee works at his regular job location until 4 p.m. and then travels by bus to an out of town work location, arriving at 6 p.m. The employee should be compensated for 8 hours on Friday, since with overnight travel only the travel time that overlaps the employee’s regular working hours must be paid. On Saturday, the employee works from 8 a.m. to 4 p.m. with an hour meal break. The employee then leaves to travel home by bus, arriving at 6 p.m. Since only the travel  time that overlaps the employee’s regular working hours on a non-working day must be paid, the employee is eligible for 12 hours of compensatory time. (8 hours x 1.5)

Regular meal period time is not considered compensable time.


Generally, when the employer permits or requires a non-exempt employee to attend training, such time is considered as hours worked unless all four of the following criteria are met: 1) attendance is outside of the employee’s regular work hours; 2) attendance is voluntary; 3) the course, lecture, or meeting is not directly related to the employee’s job; and 4) the employee does not perform any productive work for the employer during such training.


If you have any questions, please contact your college’s compensation and classification specialist.

Title IX

UNLV does not discriminate in its employment practices or in its educational programs or activities, including admissions, on the basis of sex/gender pursuant to Title IX, or on the basis of age (40 or older), disability, whether actual or perceived by others (including service-connected disabilities), gender (including pregnancy related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race, color or religion pursuant to Title 4, Chapter 8, Section 13 of the NSHE Handbook.

Reports of discriminatory misconduct, questions regarding Title IX, and/or concerns about noncompliance with Title IX or any other anti-discrimination laws or policies should be directed to UNLV’s Title IX Coordinator Michelle Sposito. The Title IX Coordinator can be reached through the online reporting form, by email at titleixcoordinator@unlv.edu, by phone at 702-895-4055, by mail at 4505 S. Maryland Parkway, Box 451062, Las Vegas, NV, 89154-1062, or in person at Frank and Estella Beam Hall (BEH), Room 555.