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Compensation and Classification Study

We are pleased to announce that Midwestern State University has contracted with an outside consulting firm, Evergreen Solutions LLC, to provide recommendations to our payplan and classification system. This study is being conducted to ensure position titles accurately reflect responsibilities and salary ranges are internally equitable and competitive within our employment markets. This study will be completed in four phases: Employee Orientation and Focus Group Sessions, Online Job Questionnaires, Compensation Survey/Analysis, and Consultant Recommendations. 


Phase One - Employee Orientation and Focus Groups

Outreach Event Activities – June 22-23

Employee Orientation Powerpoint

Employee Orientation with Voice Over


Phase Two - Online Job Questionnaires

The JAT will be launched the week of July 6. Staff employees will receive an email directly from Evergreen Solutions with a username and password to complete this tool. Completion of the JAT is critical to the validity of this study as employees performing the position will provide input directly to Evergreen in regards to their daily job duties. The deadline for completion was July 24. The deadline for the supervisor review was August 21.

Job Assessment Tool (JAT)  word version


Phase Three -  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.