New Staff Career Framework and Compensation Program Training for Managers

Learning more about adjustments in pay, merit increases, and our labor standard is vital for all Kennesaw State University employees. Take the time to educate yourself on all of the compensation resources available to you, and watch the New Staff Career Framework and Compensation Program Training for Managers provided by the Department of Human Resources!

 

Forms

New Position Request Reclassification Request
Salary Administration Policy

Glossary

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

 

Legal Requirements

All compensation services and policies must comply with federal laws and the agencies that enforce them. The following information outlines the main laws and federal agencies which guide our policies and services. 

Fair Labor Standards Act (FLSA)

  • The Fair Labor Standards Act (FLSA) is a federal law that establishes minimum wage, overtime pay eligibility, record keeping, and child labor standards. 

    Learn More

  • All job classifications are designated either "Exempt" or "Non-exempt" in accordance with federal wage and hour regulations.

    Federal laws provide tests for administrative, executive and professional exemptions. Both salary and duties criteria must be met in order for a job to be designated as "Unclassified/Exempt". View the FLSA checklist here.

    Common to all Exempt jobs is the use of discretion in decision making, independent judgment, high levels of decision making and creativity in areas of particular importance to the organization or department.

  • A non-exempt classification indicates employees are protected by the provisions of the law, including overtime pay. Hours worked in excess of 40 per week are considered overtime. All employees classified as non-exempt must keep a record of hours worked.

    Non-exempt duties include clerical duties or duties typically considered routine. Further, determining which procedures to follow or determining whether specified policies or practices are met are activities that require judgment but would not be considered exempt.

  • An exempt classification indicates that employees are excused from the overtime provisions of FLSA, meaning exempt employees are not entitled to receive overtime pay.

    The laws for exempt designation stipulate that duties requiring discretion or judgment must be the primary focus of the job. This criterion is met if an employee spends more than 60% of his or her time primarily engaged in exempt duties.

    Positions may be considered exempt if they fit under the Executive, Professional, Administrative, Highly-compensated or Computer-related criteria. For more details, download the FLSA checklist.

Federal Agencies

  • The DOL safeguards the working conditions, opportunities and rights of all employees. It enforces 180 federal laws and regulations and carries its mission through a number of offices and agencies.

    Learn More

  • The WHD enforces federal minimum wage, overtime pay, recordkeeping, and child labor requirements of the Fair Labor Standards Act, as well as a number of employment standards and worker protections.

    Learn More

  • The EEOC is a federal agency that promotes equal opportunity in employment and is responsible for enforcing federal laws that make it illegal to discriminate against an individual because of their race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability or genetic information. Any form of retaliation against an individual who sheds light on any form of discrimination is also illegal.

    The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.

    Learn More

  • The Georgia Workforce Commission is the state agency which provides unemployment benefits and workplace development services related to employment to eligible individuals and employers.

    Learn More