Glossary

Pay

Kennesaw State University administers various types of pay practices, such as base annual salary, merit, market adjustment, overtime and interim pay.

  • KSU pays each employee an hourly rate or monthly salary consistent with the pay range assigned to the employee’s job title in the KSU Pay Structure. The base annual/hourly pay is dependent on an employee's experience relative to the job.

  • When approved by state legislature, the employee receives a discretionary pay increase based on performance over the previous calendar year.

  • A change in market parameters or conditions in response to market signals (price changes from shifts in supply and demand) that may result in a pay increase.
  • The amount of time a non-exempt employee works beyond normal working hours.
  • Each grade has a range of pay from minimum to midpoint to maximum, reflecting the market pay for jobs assigned to each level.

Adjustments in Pay

Pay adjustments are used to address such issues as equity concerns, aligning an employee's pay to a more appropriate relationship with the range midpoint, recognizing new/additional duties assumed over time, or better aligning an employee's pay with market.

Your HR Business Partner will work with you on any situations potentially involving pay adjustments.The following are potential adjustments in pay, based on organizational changes:

  • When an employee moves to a new position and their current position is backfilled.

  • When an employee's position has grown or evolved over time, such that a new classification is needed. The employee's current position is not backfilled.

  • An adjustment to pay for the purpose of ensuring that all KSU employees are paid according to their experience. 
  • When an employee moves to another position without a change in grade or moves from a job in one department/college to the same job in another department/college. An employee's salary does not change with a lateral move. 

  • An ‘acting’ title is used if an administrator is absent or reassigned for a short period of time (usually three months or less). The absent administrator retains the responsibility of their position but delegates the authority to the ‘acting’ person.

    The pay increase should generally be 10% of the monthly salary of the incumbent in the role, or the minimum of the salary range for the position for which the interim or acting appointment is made. The former rate of pay will be re-assigned when the interim or acting assignment is completed.

    This must be pre-approved. Please work with your HRBP to obtain approvals prior to the assignment starting.

  • An ‘interim’ title is used if an administrator resigns and a replacement is sought or if an administrator is absent for a longer period of time (usually exceeding three months). The ‘interim’ person has both the authority and responsibility of the office. 

    The pay increase should generally be 10% of the monthly salary of the incumbent in the role, or the minimum of the salary range for the position for which the interim or acting appointment is made. The former rate of pay will be re-assigned when the interim or acting assignment is completed. 

    This must be pre-approved. Please work with your HRBP to obtain approvals prior to the assignment starting.

  • Payments for a defined part of a project that is outside of the scope of an employee's job description. Project work must be completed outside of an employee's normal work hours or the employee must have taken vacation time to complete the assignment. Pay amounts should be consistent with the type of work being performed.

    This must be pre-approved. Please work with your HRBP to obtain approvals prior to the assignment starting.

  • When an employee moves to a position, generally in a lower grade. Demotions may be voluntary or involuntary, and generally involve a reduction in salary.

Merit Increases 

When approved by the state legislature, Human Resources works closely with the Budget office on the merit increase process. 

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