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Setting the Initial salary
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Salary Structure


A large portion of GC's jobs have been benchmarked to reliable market data sources, and the market consensus from these sources has informed the development of the salary structure. The structure is designed to allow the institution to attract and retain employees. If institutional needs or specific jobs/job families require greater competitiveness, the pay position for select jobs and/or job families may be modified.

The salary structure is made up of several components:

  • Grade is the label used for a single salary range. The structure has 13 grades with control points (minimums, midpoints, maximums). Cabinet members are paid outside of the structure.
  • The minimum is the lowest point at which an employee whose job is within a specific grade will be paid.
  • The midpoint is the average of the minimum and the maximum. It is literally the “middle” of the grade. Pay for employees who are fully competent in their role will cluster around this point once the structure and any related adjustments are fully implemented.
  • The maximum is the highest point at which an employee whose job is within the grade will be paid.

2012 GEORGIA COLLEGE SALARY STRUCTURE ($000)

Note: Salaries listed in table are in thousands (i.e. $32.1= $32,100)

Grade

Minimum

Midpoint

Maximum

13

$84.7

$116.5

$148.2

12

$67.8

$93.2

$118.6

11

$60.9

$77.7

$94.4

10

$54.1

$67.6

$81.2

9

$47.0

$58.8

$70.5

8

$40.9

$51.1

$61.4

7

$36.2

$44.4

$52.5

6

$31.5

$38.6

$45.7

5

$27.4

$33.6

$39.7

4

$23.8

$29.2

$34.5

3

$20.7

$25.4

$30.0

2

$19.3

$23.1

$27.0

1

$17.5

$21.0

$24.5

Periodically, depending on trends in the market, the institution will complete a comprehensive market study to assess the structure's competitiveness and alignment with GC's strategic objectives. A revised salary structure will be developed and implemented whenever appropriate and authorized by the Cabinet.

Assigning Jobs to Grades


Managing Pay Within the Structure

The compensation program's salary grades are wide enough to accommodate a variety of experience and performance levels. Each employee can expect to be paid within the range associated with his or her job's salary grade. Base salaries within the range will be determined by considering each individual's skills, knowledge, experience, and performance.

Creating a New Job

Setting the Initial Salary for the Individual

Setting a starting salary involves a review, by Human Resources, of a job's responsibilities and requirements as well as the skills and experience of the candidate, using the salary range associated with the job's grade as the guideline.

Step 1: Review the Skills and Experience of the Individual
Individual salaries will be set within the grade collaboratively by Human Resources and the employee's manager. This decision will be based on the candidate's skills, knowledge, and experience.

Step 2: Review Internal Equity
Before any salary is finalized, Human Resources will conduct a review of salaries of current employees in similar jobs to ensure internal equity.

internalequity

Step 3: Final Approval of Salary Level
Final salary recommendation is submitted to the appropriate Vice President for review. Upon approval, Human Resources will submit this information for appropriate next steps.

Note that this process may vary depending on the level of the job at Georgia College.

Ongoing Maintenance of the Salary Structure



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