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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

The grade to which jobs were assigned was determined as follows:

  • Benchmark jobs (those for which market data was collected and analyzed) were initially assigned to grades based on the market consensus (i.e., market value) of the job relative to the grade midpoint. In select cases, job assignments shifted slightly based on either the placement of other highly similar jobs or the strategic value of the job to GC.
  • Non-Benchmark jobs (those not included in the market competitive assessment) were assigned to grades based on the degree to which they are similar to benchmark jobs already assigned to grades within the structure. Factors for this comparison include impact of accountability, latitude of decision-making, level of managerial responsibility, education/experience requirements, and skill level.

For both types of jobs, career progression from one level to the next and the reporting relationships were taken into account when assigning a job to a grade.


Managing Pay Within the Structure



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