FAQs
To understand more about staff salary structures at Kennesaw State University, view our frequently asked questions below:
Job Descriptions
-
How do I find out the pay range for my job?
To find out the pay range for your job, please refer to the KSU Salary Structure.
-
Where can I find my job description?To find descriptions about your job, please visit the Job Description Library.
-
What if I disagree with my job description?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.
-
How often should I, as the manager, review the job description for my direct reports?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.
-
How often should a job description get updated?Job descriptions should be updated as the position/role evolves.
-
What details or duties does the job description include for a position?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.
-
Is the job description used as a tool for performance based discussions?Yes, this should be the basis for all performance related reviews, discussions, training, etc.
-
How does an employee know the expectations of the position?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’s personnel file.
-
Are there University standardized job descriptions?Yes, there are University standardized jobs. Please refer to the Job Description Library.
Compensation Study
-
What was the purpose of the Staff Compensation Study?
Kennesaw State’s 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).
-
Who conducted this study?
Kennesaw State University'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.
-
Is everyone receiving an adjustment?At this point only those employees whose salaries fall below the new minimum of their job's pay grade were eligible for adjustments.
-
Is anyone’s salary being reduced as a result of this study?No, no salaries are being reduced as a result of this study.
-
I have some questions about how my position was assessed and/or the pay grade into which my job was assigned.The new compensation website 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.
-
Why didn’t I get an adjustment?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.
-
How did HR determine the grade for our jobs?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
-
What does annualized salary mean?
An annualized salary reflects a rate based on a full year’s 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.
-
What is a salary structure and what is its purpose?
A salary structure is a tool that serves as a framework for Kennesaw State University to make structured, fair, and consistent pay decisions, while responding to changes in the labor market. Like most organizations, Kennesaw State University’s 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.
-
How often is our current salary structure adjusted?
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
-
What is needed to review a current position?
- A completed position evaluation form
- A completed position description
- Current and proposed department org charts
- Written leadership approval
-
Am I able evaluate a position for a current employee and what are the steps?
- 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.
- Yes, these steps are the same as for a current position review. The following is needed:
-
What is needed to create a new position?
- A completed position evaluation form
- A completed position description
- Current and proposed department org charts
- Written leadership approval
-
What makes a position exempt?
- Exemption guidelines are established by the FLSA.
- Compensation reviews the description and utilizes the FLSA checklist to determine the exemption status.
-
Am I able to move a current staff member into a role that is a promotional opportunity?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.