Classification and Compensation Administration

The University strives to maintain a System which supports a Job Classification Structure and Compensation Plan which is transparent and reflects an element of the University’s total compensation package for faculty, staff, and administrators, which is directed toward attracting, retaining and rewarding a highly qualified, engaged, committed, and diverse workforce to serve the University's students.

The University’s entire administrative and management team, inclusive of the President, Provost, Vice Presidents, Deans, Department Heads and Directors, is responsible for the implementation and administration of the University’s Job Classification and Compensation Plan, including salary administration and job evaluation. Human Resources is responsible from a University-wide perspective for developing, managing and communicating the guidelines, structure and overall equity of the compensation program.

Classification

Classification decisions are based on the primary functions/duties as described in the position description. There are other factors that weigh on it, including the level of knowledge, independence, decision-making responsibilities, consequence of errors, and problem-solving requirements, etc. Human Resources works with departments in conducting job analysis, review, gathering additional position and organizational information as needed, conducting internal and external comparative analysis and makes classification recommendations for approval.

Compensation

Each position has a pay grade assigned to it in our classification system. If you are unsure of the pay grade for a position, please contact the Classification and Compensation Specialist.

Please note that establishing a competitive and appropriate salary offer to a new hire is based on the selected candidate’s competencies and the prevailing guidelines. As a general guideline, a salary of closer to the minimum of the range is to be considered for less experienced candidates who meet the minimum requirements of the position, while a salary closer to the mid-point is recommended for candidates fully qualified to perform all duties and responsibilities of the position, and possess requisite skills and capabilities beyond the minimum required. There are other factors such as internal equity, general market conditions, etc. that influence this decision. So, it is best to call HR for guidance.

Salary Range Assignments

  • Salaries shall be compared to external market place applying published market data surveys used to establish rates for specific types of work.
  • Market analysis, using a sample of University jobs, normally occurs every five years, or as often as needed.
  • The review shall consider factors such as pay for similar kinds of work in the appropriate area of market, pay for comparable benchmark universities, salary analysis and availability of funds.

Job Groups and Compensation

  • Support Staff: these jobs are not exempt from the Fair Labor Standards Act, and therefore are entitled to earned overtime/accrual comp time. These positions are non-exempt and include housekeeping, maintenance, clerical, and support positions.
  • Professional /Technical /Supervisory: these jobs may be exempt or non- exempt and may require an undergraduate degree or are highly technical in nature, requiring skills learned in ways other than university education. These positions may or may not include supervision. The salary grades for these positions have minimums and maximums and allows flexibility for the supervisor to determine the appropriate salary based on experience and budget.
  • Administrative: these jobs are exempt from the Fair Labor Standards Act, require at least an undergraduate degree, however, many require a graduate degree. Examples include: Vice Presidents, Chiefs, Directors, Assistant/Associate Directors, etc. The salary grades for these positions have minimums and maximums and allows flexibility for the supervisor to determine the appropriate salary based on experience and budget.
  • Faculty: these jobs are exempt and require at least a master’s degree in the teaching discipline or master’s degree with a concentration in the teaching discipline (a minimum of 18 graduate semester hours in the teaching discipline) and include both full time and part time (Adjunct) categories, as well as special categories, e.g., Eminent Scholar.

  1. Complete a Position Description inside the Position Management Module of the Talent Management System.
  2. Complete the FLSA Exemption Test form to determine position eligibility for exempt from overtime status and submit to HRConfidential@jsu.edu  for review and market analysis.
  3. The Classification and Compensation Specialist will review and determine the salary range of the position, the job classification, and exemption status.
  4. Submit a Personnel Action and Position Justification Form
    a. Include substantial justification for the need of the position and include the funding source
    b. Route for review/approval through the appropriate chain of command.
    c. HR receives and adds to the Personnel and Position Change Request Meeting agenda for discussion and review.
  5. If the request is approved, the Department of Human Resources will notify the appropriate division of the status and will initiate the appropriate actions.

  1. Copy and update the existing Position Description inside the Position Management Module of the Talent Management System.
  2. Complete the FLSA Exemption Test form to determine position eligibility for exempt from overtime status and submit to HRConfidential@jsu.edu  for review and market analysis (if required).
  3. The Classification and Compensation Specialist will review and determine the salary range of the position, the job classification, and exemption status (if applicable).
  4. Submit a Personnel Action and Position Justification Form
    a. Include substantial justification for the need to reclassify the position and include the funding source for any pay increases requested
    b. Route for review/approval through the appropriate chain of command.
    c. HR receives and adds to the Personnel and Position Change Request Meeting agenda for discussion and review.
  5. If the request is approved, the Department of Human Resources will notify the appropriate division of the status and will initiate the appropriate actions.

All employees (full-time and part-time) can access their position description via MyJSU / Employee Tab / Talent Management System PageUp. Employee can view their position by selecting My Position Description and supervisors can access their employee position descriptions by selecting Manage Position Descriptions.

A position description should be reviewed annually when the performance evaluation is completed. If changes are needed, please use the Position Management Module of the Talent Management System to make any changes and to submit the updates to Human Resources with all the required signatures. If a position has changed significantly, an updated position description should be submitted regardless of whether it involves a request to review for proper classification. Additionally, it is recommended to review position descriptions for any changes when a position becomes vacant.