Compensation Structure

The University’s compensation plan in presented in the form of a Salary Table which is comprised of Pay Grades and Salary Ranges and is reflective of the Job Categories and Job Groups. Employee compensation should reflect individual performance, qualifications required, and the complexity, scope and impact of work performed. Strategically, the compensation system, in conjunction with other human resource strategies, contributes to workplace conditions which support employees at all levels of the University in meeting or exceeding performance standards. The University’s total compensation rewards employees for fulfilling their job responsibilities and expectations, and for supporting the objectives of the institution. 

Job Category: a group of jobs with work of similar nature and comparable levels of responsibility which may require different skills and/or professional knowledge. 

Job Group: work consisting of responsibilities and duties that are sufficiently alike to justify being covered by a single job specification. A job may be assignable to more than one employee (i.e., the job of administrative assistant is held by more than one person, but these individuals are in the same job because they all perform similar duties and responsibilities). A job refers to the combination of duties and responsibilities that are carried out by all persons in that job. 

Job Grade: a grouping that encompasses positions with the same or similar values in order to assign compensation rates and structures. All jobs in a pay grade have the same salary range with a minimum, midpoint, and maximum established rate.

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