Compensation and Classification Study

We are pleased to share our results from our recent compensation study between Midwestern State University and Evergreen Solutions LLC.  The study was conducted to ensure that our position titles accurately reflect responsibilities and salary ranges that are equitable and competitive within our employment markets.

 

Compensation Survey/Analysis

 

Compensation and Classification Study - Presentation of Results

 

Implementation - Parity

To provide credit for tenure in position for our current staff, we asked Evergreen to develop a plan for parity. At MSU this plan refers to ensuring employees are paid an amount that provides credit for each year of service in a particular position up to the position’s salary midpoint.  The plan was based on the length of service in a particular position as of September 2016. The Evergreen plan has each year of service providing 1/15th of the range of pay between minimum and midpoint.

Example: An employee with five years of service should be paid 1/3 of the pay range between minimum and midpoint.  If the minimum on the position is $19,868 and the midpoint is $25,332, the parity with five years would be $21,689 (1/3 of the range between minimum and midpoint).  An employee with 15 years in the same position would reach a pay level of midpoint, $25,332.  Years of service in excess of 15 years will not be adjusted above midpoint. If an employee is already making the amount of salary dictated by the parity calculation, no adjustment will be made.

With available funding, the plan is to implement parity over four years.   In FY18, ¼ of the parity due was added to the employee’s salary.