Human Resources
Compensation & Classification
Compensation & Classification
The Compensation & Classification team within Georgia Tech Human Resources is committed to developing, implementing, and maintaining equitable and competitive job classification and compensation structures that support Georgia Tech’s mission and values.
For More Information Regarding Faculty Compensation please visit:
What We Do
| Compensation | Classification |
| Primary Focus | |
| Manage employee compensation and rewards | Define and maintain job structures and roles |
| Key Responsibilities | |
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| Examples | |
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Partner with HRP in adjusting salaries for units as structures change for roles based on market data Review exceptions that require Advanced Salary Increases for internal parity Design incentive programs |
Partner with HRP to develop new job profiles and support department restructure by mapping new roles and classifications Review job profiles when the unit is reclassifying a role from “Admin Assistant II” to “Program Coordinator” Review job families for consistency and parity to the external market |
What We Don't Do
Manage Payroll Processing
The Compensation team does not handle paycheck processing, timesheet entries, W-2 issuance, or payroll corrections. These functions are managed by the Payroll department.
Student Employee Pay
The Compensation team does not handle decisions or corrections related to student pay. These functions are managed directly by the unit or hiring manager.
Affiliate Pay
The Compensation team is not responsible for transactions related to affiliate pay.
Full Time Equivalent (FTE)
Compensation is not responsible for transactions or changes related to number of hours worked for employees.
Organizational Design & Effectiveness
Organizational Design & Effectiveness (OD&E) is a multi-disciplinary practice of making intentional choices to create an organization capable of achieving strategic goals. OD&E is an internal consulting team that partners with leaders to create an environment where employees can contribute their unique strengths to our shared mission. Our design services include organizational design and operating model, organizational alignments, and implementation. Submit a design request to the OD&E team.
Compensation
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Classification
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Frequently Asked Questions
Frequently Asked Questions
Compensation
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Classification
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Frequently Asked Questions
Frequently Asked Questions
Compensation
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Classification
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Frequently Asked Questions
Frequently Asked Questions
Employee Tools & Resources
Frequently Asked Questions
Compensation
What is the typical minimum raise for a promotion or reclassification, especially when the current salary is already above Q1 for the new role and the experience level is novice?
Employees promoted or reclassified should receive a salary increase to at least the minimum new pay range. If the current salary is above Q1 and the experience level is novice, the increase may be modest. Increases above 10% typically require justification and HR review.
Can I propose an increase with a lateral transition?
Lateral transfers may require a pay adjustment to achieve internal equity. Otherwise, no compensation increase is necessary. Increases will be capped at the Pay Grade salary range maximum.
What is considered a promotion when the job family is changing between the old and new roles (i.e. transitioning from G06 to T06)?
If an employee is switching job families (i.e. transitioning from G06 to T06), compare the MRPs for new and existing roles.
- If the new MRP is 10% more than the existing MRP, then it is considered a promotion.
- If the new MRP is within +/-10% of the existing MRP, then it is a lateral move.
- If the new MRP exceeds a 10% decrease, then it is a demotion.
When do I submit a SNOW request for a reclassification?
Submit a Compensation intake form via ServiceNow when a Reclassification meets any of the following criteria:
- (1) Lateral Pay-Grade Reclassification
- (2) Salary Recommendation is over MRP
- (3) Salary Recommendation requires an HRAP-ASI
- Ref: Organizational Design – Human Resources, Reclassification Toolkit
How long should an employee be in a role before an in-range or equity adjustment is submitted?
We recommend that an employee complete at least one year in their current role at the Institute before the Unit considers an in-range or equity salary adjustment.
Who do I contact regarding whether a job is a position of trust?
Reach out to Talent Acquisition to verify whether a job title is categorized as a position of trust.
If an employee assumes an Interim Appointment but already earns more than the new position's minimum, how much should their salary increase for the new role (if there is any increase at all)?
Evaluate how the employee’s credentials align with the interim role’s requirements and recommend a proposed salary based on an internal equity analysis, as if the role were being offered permanently.
Should I submit an in-range or equity adjustment for only one employee?
We recommend that all incumbents and peer groups be evaluated before considering an individual for in-range or equity adjustment (i.e. Peer Group #1: same job title; Peer Group #2: same salary grade).
If the job grade changes for a job title, how do I update the employee’s job data?
The Unit must submit a UPD Position Change transaction to revise the position’s job grade. Include the following in the Summary of Request: “Updating Job Grade to match JCCS.”
Who do I contact for questions about my pay/pay history?
Contact your manager or unit HRP for questions about your pay/pay history.
Frequently Asked Questions
Classification
What is a job classification?
Job classification is the process of evaluating and categorizing positions based on duties, responsibilities, qualifications, and organizational hierarchy to ensure consistency and fairness across the institute.
Does increased workload justify reclassification?
Not necessarily. Volume of work alone does not justify reclassification unless the nature of the work has changed significantly.
Explain the difference between a job description and a position classification.
A job description outlines the tasks, responsibilities, and qualifications for a role. A position classification evaluates the job’s complexity, required skills, and organizational impact to assign a pay grade or level. Classification is more formal and tied to compensation structures.
How do I request a classification review?
Submit a classification review request through SNOW portal with the updated preliminary position description and justification for review.
What documents are required for a classification review?
Typically, you’ll need:
- Updated preliminary position description
- Organizational chart
- Justification memo
- Any supporting documentation showing changes in duties
How is exemption status (exempt vs. non-exempt) determined?
Exemption status is determined based on the Fair Labor Standards Act (FLSA) criteria, including job duties, salary level, and decision-making authority.
Who is responsible for writing or updating position descriptions?
Department hiring managers, with guidance from HR Partners as needed, are typically responsible for drafting and updating position descriptions.