Learn more about changes to the University’s recruiting process due to new legal requirements for job postings.
About the Changes
Starting January 1, 2025, Minnesota employers with 30 or more employees must list the budgeted pay range and general benefits information in every job posting. This is due to Minnesota State Statute Sec. 42. [181.173].
This new law applies to all University job postings, including on third-party sites that allow job applications to be submitted, as well as postings for student workers. Hard copies of job descriptions must also include budgeted pay and general benefits information. Hard copies of job descriptions must also include budgeted pay and general benefits information.
While the law takes effect on January 1, the University will begin requiring pay and benefits information this fall to ensure that all of our student, faculty, and staff positions meet the requirement in 2025. There will be changes to our hiring system this fall to support this change followed by internal verification checks to ensure all campuses, colleges, and units meet the standard before the law takes effect.
Anyone who posts jobs at the University will need to include the budgeted pay range and general benefits information as of January 1, 2025. To bring the University into compliance with the law by January 1, OHR is:
- Creating “Pay & Benefits” templates for PeopleSoft job postings for different types of University jobs
- Hosting drop-in sessions in on October 10 and 17 for anyone affected by this law, including hiring managers, HR professionals, and anyone else who enters job postings into PeopleSoft
- Launching HRMS training materials to support recruiters and hiring managers across all PEAK phases
- Adding a budgeted pay range field in the “Post a Position” TDX form for units and colleges that have undergone PEAK
- Reviewing job postings that are already live in PeopleSoft
Tracking Progress
In November, OHR will begin reviewing PeopleSoft job postings for compliance.
| PEAK Phase | Phase 1 | Phase 2 | Phase 3–4 |
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| How the Changes Will Affect Your Unit or College |
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| Review Process |
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| Start Date | Staffing Operations will begin reviewing positions on November 1. | Staffing Operations will begin reviewing positions once PEAK phase 2 begins on December 2. | HR Leads and hiring managers will begin receiving reports from HRMS in mid-November. |
Please add pay and benefits information per the templates so that descriptions are up-to-date by the deadline of January 1. Make sure to also review job postings on sites that allow application submissions, such as Handshake.
FAQs
How should we determine a "good faith" pay range for a position? Will Talent Acquisition (TA) provide guidance?
Talent Acquisition (TA) can help determine a "good faith" pay range. It’s recommended to start with the classification specification minimum and use market data, internal equity, and budget considerations to finalize the range. If you need additional guidance, please consult with your TA contact for P&A non-teaching, Civil Service, and Labor-Represented positions. For all other positions please consult with your local HR office.
If a unit or college wants to pay more than what was posted based on the final candidate, do they need to repost the position?
Yes. If the offered salary exceeds the posted range, the position may need to be reposted to ensure fairness and compliance. Failing to repost could disadvantage applicants who did not apply based on the initial range. It’s important to maintain transparency throughout the process, especially if budget changes or candidate qualifications shift the intended salary range.
Do we need to remove the posting for evergreen job postings if the pay changes from semester to semester?
No, the job posting does not need to be removed and reposted. You can adjust the pay amount on the live posting as needed.
However, it's essential to review evergreen postings every six months to ensure they reflect the current pay structure and hiring needs. Avoid leaving evergreen postings up indefinitely without review.
How should we determine the minimum salary point for a job posting? Is adding 3% to the class specification minimum a good practice?
You are required to post at least the minimum salary for the position. However, it is recommended that you post slightly above the minimum salary requirements. Ask your TA contact if you need additional guidance on setting an appropriate minimum for the posting during your intake meeting. For teaching positions, please work with your local HR office.
How should we determine the salary maximum? Should we default to the class specification midpoint?
The class specification midpoint can serve as a reference for the top end of the salary range. However, it’s important to also consider market trends, internal equity, and the role's specific needs. Aim for a range that allows flexibility while staying competitive and fair. Ask your TA contact if you need additional guidance on setting an appropriate minimum for the posting during your intake meeting. For teaching positions, please work with your local HR office.
Do we need to manually update the salary ranges that auto-populate based on job codes in Recruiting Solutions?
No. The salary range that auto-populates in Recruiting Solutions is not visible to the public. What needs to be accurate is the pay amount entered on the TDX form or in the salary range that will be posted publicly in the "Pay & Benefits" section. Make sure to double-check the public-facing range to avoid errors.
If the pay range is already included in an existing job posting, do we still have to add a "Pay & Benefits" section to that job posting?
Yes, every job posting in Recruiting Solutions must have a "Pay & Benefits" template added and revised to include the budgeted pay range and general benefits information by January 1, 2025. This helps us track compliance with Minnesota State Statute Sec. 42. [181.173] and helps applicants find pay and benefits information consistently across our job postings. See above for information on the review process.