Compensation FAQs
1. How was I assigned to my new grade? What considerations were taken into account?
Information related to jobs, not individuals, was obtained through current job descriptions. Information about job content, job requirements and scope of accountability was compared to the same job information from several surveys sources. The results of this process were approved by Vice Presidents.
2. I do not think that I was assigned to the right grade. What can I do?
Every effort was made to objectively obtain relevant market data for GC jobs and to match those jobs to the survey jobs. Benchmark jobs were placed in a grade based on market value and internal relationships, while non-benchmark jobs were placed in a grade by internal relationships. The grade placement of all jobs was validated by Vice Presidents. All grade level determinations are final.
3. Who from the University was part of the development of this program?
The President, President’s Cabinet, Compensation Study Committee, and HR Project Team. Please see website for further details on participants of each group.
4. How can I find out what grade my job is and if I will receive an increase?
All employees will be notified of their grade and salary adjustment (if applicable) in a letter that they will receive from their managers in June. Your department head or manager will also be able to advise you of the salary grade and adjustment (if applicable) or you may contact the Human Resources Office for this information.
5. How can I progress to a higher grade or how can I increase my salary?
Employees continue to be encouraged to apply for promotional opportunities when they occur. Qualifying for a job in a higher salary grade, which provides for a significantly broader role, will generally be recognized by a salary increase. Annual merit increases also allow employees to increase their salary while remaining in their current grade.
6. Will titles change as part of this study?
Titles for most jobs will not change. Titles for a small group of jobs will change based on a review of the updated job descriptions and recent department re-organizations.
7. Is the midpoint our target or goal?
The midpoint represents what the market pays for a fully-functional experienced person in the job. Employees can be paid at the midpoint or above depending on their performance and the availability of funding for merit pay.
8. Will employees who received an increase on February 1st be brought to the minimum?
Yes, if they are still below the salary range minimum.
9. The last program was out dated. How would we keep this program updated and accurate?
We will update the salary ranges by comparing them to the market every few years. We also must make sure jobs are in the correct salary range.
10. How many salary grades are there?
There are thirteen broad salary ranges. This information will be available on the GCHR website in June.
11. Will survey data for job matches be shared with incumbents?
No, the survey data is confidential. The survey data was used, and will continue to be used appropriately by GCHR to determine market level pay for our employees.
12. How often will the market levels be reviewed?
We will update the salary ranges by comparing them to the market every few years. We also must make sure jobs are in the correct salary range.
