Salary Range Quartiles
This document outlines the salary range quartiles for campus salary ranges.
*Please note there are temporary salary ranges posted on several campus resources. Please continue to use UW-Madison Salary Structure with Midpoints and Quartiles For more information please reference Temporary Salary Range Maximums
Each salary range in the salary structure is made up of Salary Range Quartiles.
UW-Madison Salary Structure with Midpoints and Quartiles
The Range Quartiles are identified by the general compensable factors and characteristics that we can expect an employee to have when the salary falls within each specific quartile.
| First Quartile | Second Quartile | Third Quartile | Fourth Quartile | |
| Salary Structure | Minimum - 25% of salary range | 25% - 50% (midpoint) of salary range | 50% (midpoint) - 75% of salary range | 75% - Maximum of salary range |
| Salary Grade Position References | Emerging in Grade | Established in Grade | Advanced in Grade | |
| Typical Employee Characteristics |
Building both job knowledge and skills as well as the ability to handle the full breadth of job duties and responsibilities Employee is working towards proficiency in the job |
Possesses all/most of the knowledge and skill requirements, but may need to build upon them through experience Performs job responsibilities with increasing effectiveness May still be learning some aspects of the job or developing expertise to handle the job more independently and effectively |
Has significant relevant experience and possesses all required knowledge and skills Seasoned and proficient; consistently exhibits sustained high-level of proficiency in all aspects of job over an extended period of time Has broad and deep knowledge of own area as well as related areas |
Expert in all job requirements; depth and breadth of experience, specialized skills, adds significant value to the University Serves as an expert resource and/or role model/mentor to others Represents a premium on market salaries; typically reserved for an employee with exceptional expertise or who has consistently demonstrated the highest levels of sustained contribution |
| Can the employee perform the full scope of responsibilities? | Some responsibilities | Most responsibilities | All responsibilities consistently at high proficiency | Exceptional expert in all aspects of job |
| What level of knowledge and skills does the employee have? | Beginner knowledge & Skills | Most knowledge & skills | All knowledge & skills as well as related areas | Great depth & breadth of knowledge and specialized skills |
| What level of supervision does the employee need? | Close supervision | General supervision | Complete independence | Role model of mentor to other |
| Hiring Guidelines | Typical zone for starting salary for an individual with little/or no experience in the job and who is on a steep learning curve | Typical zone for starting salary for an individual experienced in most job responsibilities | Unlikely to be a typical zone for starting salary except for individuals with extensive direct job experience | Rarely appropriate as a zone for a starting salary |