Compensation Study Timeline

• Conduct stakeholder interviews.
• Review job descriptions & associated organizational charts.
• Analyze current staff classification and job groups/families/sub-families.
• Analyze the Faculty Compensation Committee recommendations.
• Assist with retention supplements & public safety base adjustments

• Propose Total Compensation Philosophy and Peer Groups for Administrative, Staff, and Faculty reviews.
• Job classification meetings with HR, Cabinet, Deans, and designated department representatives to discuss requested changes and finalize job classifications.
• Conduct market assessment and pay equity study.
• Propose initial Faculty Compensation recommendations to the Faculty Compensation Committee.

Pay Structure Redesign

• Meet with Faculty and department representatives to review each area’s proposed job architecture including job titles, job family, job subgroup and job level for feedback.
• Provide revised pay scales that promote equity.
• Review the Faculty Compensation Committee's feedback.

• Distribute all-campus update communication.
• Review and make modifications based on campus feedback, as appropriate.
• Review the Faculty Compensation Committee and Staff Council feedback.

• Conduct stakeholder interviews.
• Present recommendations with fiscal year budget.
• Distribute new Staff job classification letters with pay adjustments, if applicable.
• Process PageUp and Banner job description and compensation configurations/changes.