Compensation Questions

To understand more about staff salary structures at 食色视频, view our frequently asked questions below.

Job Descriptions

  • To find out the pay range for your job, please refer to the 食色视频 Salary Structure.
  • To find descriptions about your job, please visit the .
  • All concerns should be first addressed with your manager/leader. When appropriate, your HR Business Partner is available as a resource for you and your manager.
  • Job descriptions should be reviewed annually during the Performance Review Process. Review the job description prior to meeting with your staff and review with your staff to ensure the description still reflects the major components of the role.
  • Job descriptions should be updated as the position/role evolves.
  • A job description will include a job summary, minimum experience and education requirements, additional/preferred qualifications, the major responsibilities for the role, knowledge, skills and abilities needed, physical, mental and working conditions.
  • Yes, this should be the basis for all performance related reviews, discussions, training, etc.
  • Each employee should receive a copy of the prospective description at time of hire, transfer or description updates. A copy should also be signed and become a part of the employee鈥檚 personnel file.
     
  • Yes, there are University standardized jobs. Please refer to the

Compensation Study

  • 食色视频 State鈥檚 goal is to provide pay levels that are fair and competitive with institutions and organizations with which the University competes for talent in order to attract, retain, and engage qualified individuals. The process started with the creation of job descriptions, and then a competitive market assessment of these roles was completed to ensure we are competitive with the external markets (geographical and professional).
  • 食色视频's department of Human Resources completed the market study and engaged Sibson Consulting, a member of The Segal Group, to review and validate the study. Sibson Consulting works with a number of University System of Georgia institutions in the Compensation arena.
  • At this point only those employees whose salaries fall below the new minimum of their job's pay grade were eligible for adjustments.
  • No, no salaries are being reduced as a result of this study.
  • The compensation webpage provides information on the position review process and other information that may answer your questions. If you have specific questions, please contact your Human Resources Business Partner.
  • If you did not receive an adjustment, it is because your current salary/pay rate is at or above the assigned pay grade minimum for your job. 
  • The Compensation team reviews multiple data points when determining the midpoint of our pay ranges. Our midpoints are set at the market median of peer institutions, survey data from higher education (CUPA-HR) and general industry (CompAnalyst, PayFactors).

Salary Administration

  • An annualized salary reflects a rate based on a full year鈥檚 work, or an FTE of 1.00. In salary administration practices, we factor in hours worked, special allowances, and pay frequency (such as working 9 months and receiving 12 monthly checks). This figure represents your salary at 40 hours per week, 52 weeks per year.
  • A salary structure is a tool that serves as a framework for 食色视频 to make structured, fair, and consistent pay decisions, while responding to changes in the labor market. Like most organizations, 食色视频鈥檚 salary structure are developed in conjunction with market data and are the basis for a number of decisions regarding employee pay. Salary structures give us a basis for calculating starting salaries and changes in salary associated with job changes, and also allow us to gauge how we are paying relative to market.
  • We frequently participate in salary surveys to determine how other businesses, industries, healthcare and higher education sources, and metro Atlanta employers, are compensating their employees and responding to changes in the market. We assess on an annual basis whether and how our structure may need to be adjusted and whether resources are available to do so.

Position Evaluation Information for Managers

    1. A completed position evaluation form 
    2. A completed position description
    3. Current and proposed department org charts
    4. Written leadership approval

  • Yes, these steps are the same as for a current position review. The following is needed:

    • A completed position evaluation form
    • A completed position description
    • Current and proposed department org charts
    • Written leadership approval
    • A current resume for the affected staff member(s) is required.
    1. A completed position evaluation form
    2. A completed position description
    3. Current and proposed department org charts
    4. Written leadership approval
    • Exemption guidelines are established by the FLSA.
    • Compensation reviews the description and utilizes the FLSA checklist to determine the exemption status.
  • Promotional opportunities must be posted internally for a minimum of 3-days. All staff should be made aware of the position, allowing any interested employee the opportunity to apply and be considered for the promotional opportunity.