Benchmarking Pay

Want to know how a position is assigned to a pay grade within our Kennesaw State University salary structure? Below you'll find information on the steps involved in benchmarking and compensating positions.

One of our compensation goals is to establish compensation levels for positions on the basis of their scope and impact relative to markets. 

The Benchmarking Process

  • We begin by gathering information to determine the scope of the main responsibilities, specific duties, decision making autonomy and reporting lines of each position. Then, we analyze the positions against existing positions so that it aligns and fits within the University Pay Plan. 

  • We compare positions to market data based on 1) industry (e.g., higher education, public sector); 2) institution size, and; 3) geography (e.g., local, regional or national).  

  • Once we determine the appropriate scope for the position, we rely on salary survey sources to identify other similar positions in the market. A market position must match at least 70% of the responsibilities of a Kennesaw State University position to be considered a match. A position with a direct market comparison is called a benchmark position.
  • We match benchmark positions to the median market salary. This is how pay grades are assigned to positions. The “market rate” that Kennesaw State University staff positions are benchmarked at is market median / 50th percentile. That market rate is then compared to KSU's salary structure and the position is then placed at the appropriate pay grade. (E.g., If a market median salary for a position is $58,000, that position is assigned to pay grade E06.) 

    If there is not a direct benchmark for a position, the position is then compared against a current benchmark position and slotted within the salary structure.

Completing a Position Evaluation Form (PEF)

  • STEPS TO COMPLETE A POSITION EVALUATION:
  • 1. Discuss this request with your leadership and Human Resources Business Partner to assess and understand the purpose and the significance of the new levels of responsibility.
  • 2. Provide detailed information for the need for this role.
  • 3. Document the responsibilities using this packet (this will become the official position description).
  • 4. Attach a copy of the organization chart indicating the position(s) being evaluated.
  • 5. Conduct an internal comparison of positions to identify positions of a similar nature.
  • 6. Identify comparable positions in the external market to the one being reviewed.
  • 7. Obtain the required approvals prior to submission to the HR Business Partner.
  • 8. If available, provide an industry salary survey or industry-specific resources for salary reviews. 
  • 9. Include the word version of the new/updated position description with approved submission. 
  • 10. Once all steps are complete, the HR Business Partner forwards the evaluation form to the Human Resources Classification & Compensation Representative for review and evaluation. Allow up to ten (10) business days for review and completion.

 

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