|Objectives of the Study|
Determine the University's current position and competitiveness in the relevant market(s), which can be used to determine recommendations and approaches for moving forward
Establish updated salary structures, administration and guidelines. The current pay practices were established more than ten (10) years ago and have not kept up with market fluctuations
Fall 2020/Early 2021
April 2021 – Advisory Committees (both Faculty and Staff) reconvened
January 2021- Planning and re-engagement on path forward
November 2020- Project paused per Leadership guidance until January 2021
September 2020- Planning and re-engagement of WKU Leadership on path forward due to COVID-19
March 2020- University-wide Compensation Review Project paused due to COVID-19 Pandemic.
January 2020- Supervisors begin validation review of staff job functions that have been market matched; faculty market assessment data continues to be reviewed. Faculty and Staff Compensation Committee meetings scheduled for February.
November 2019- Review of staff JAQs completed, market assessments continue for faculty; begins for staff, Compensation Committees updated on project status
October 2019- Job content review continues
September 2019- Reviewed feedback from Compensation Advisory Committees on draft compensation philosophy, comparator groups and compensation pulse survey.
June 2019- Job content review began
April 2019- Faculty and staff focus groups met to review project expectations
March 27, 2019- Campus-wide communication requested the completion of the Essential Functions Worksheet and Job Analysis Questionnaire
March 18, 2019- WKU project team hosted introductory meeting with HR Liaisons
March 2019- WKU project team and Sibson Consulting project team met to develop timeline and key goals for the project