Employees with demonstrated skills in their field and those with the highest level of job qualification, difficult to find skills, and Georgia Tech experience will be considered for a salary adjustment. Adjustments will be made through a phased approach, starting with the most disparate positions to market and priority positions with significant turnover.

Employees that have been newly hired, newly assigned, or newly promoted will not be eligible for an equity increase. These employees are generally assigned to Quartile I in their position’s salary range. For more information, visit hr.gatech.edu/staff-job-descriptions-and-salary-structures.

Staff equity adjustments will be effective in December 2021. Georgia Tech is targeting an early 2022 effective date for faculty adjustments. Adjustments may continue throughout the fiscal year based on unit funding and a phased approach.

Staff positions at Georgia Tech are part of the Job Classification and Compensation System (JCCS) that defines each position’s job structure, title, pay range and quartile, and pay grade. In this project, we are reviewing select components of the JCCS to determine where changes may be needed. This may include potential updates to the system of salary grade tiers and the minimum and maximum salary of each grade.

The current market equity study includes GTRI staff positions. A study for GTRI research faculty was completed in 2020.

Knowledge, skills, and competencies are based on the job description. If a job description lacks this information, please work with your HR representative and compensation consultant to update your position’s job description. 

Each Georgia Tech job is assigned to a salary range in a salary structure and each range in the structure has been divided into quartiles. Individual employees are slotted into the applicable quartile based on their years in the current Georgia Tech role.

The years of direct job-related experience associated with each quartile are based on leading market practice for various job levels as reflected in the published compensation surveys being used for the market equity study.

In the future, departments can submit individual employee equity requests that consider previous direct experience performing the same scope of responsibilities, provided the employee was not recently promoted. 

When an employee is promoted or reclassified to a position in a higher Pay Grade, the employee will normally be awarded a promotional or reclassification increase. Determinations of the actual increase will consider relevant factors such as internal compensation equity and the individual’s qualifications and experience for the position. Not all promotions will result in a compensation increase.

If a recently promoted employee’s salary falls below the minimum of their salary range, that employee will receive an increase to the new range minimum. However, that employee’s prior experience will not be reviewed again to determine placement in their position’s salary range.​

Starting salaries for external hires at Georgia Tech are determined based on the applicant’s prior experience, skills, or education, directly compared to other employees that are similarly situated at Georgia Tech. Promotional or reclassification increases consider relevant factors such as internal compensation equity and the individual’s qualifications and experience for the position.

At Georgia Tech, Internal and External hires must start at no less than the minimum of the salary range of the pay grade for the position into which they have been hired. Starting compensation for Internal and External hires that is above the midpoint of the salary range of the Pay Grade (the entry point of the third quartile) must gain additional approvals from GTHR.

In connection with the recent merit study, Georgia Tech aged its salary structures forward to enhance structure alignment with market. If a newly hired or recently promoted employee’s salary falls below the minimum of their aged-forward salary range, that employee will receive an increase to the new range minimum. However, that employee’s prior experience will not be reviewed again to determine placement in their position’s salary range.

Georgia Tech remains committed to providing to employees with pay for performance and will not award salary increases based solely on time in role. Georgia Tech will continue to award merit pay, when funded by the State, promotional and reclassification increases, and equity and market-based adjustments when budgets and funding allow.

• 12-month Faculty will receive the increase in July 2022 payroll (effective July 1)
• 9/10-month Faculty will receive the increase in the August 2022 payroll (effective Aug. 1)

Employees that have been newly hired, newly assigned, or newly promoted will not be eligible for an equity increase. These employees are generally assigned to Quartile I in their position’s salary range. For more information, visit sites.gatech.edu/humanresources/compensation/staff-job-descriptions-and-salary-structures/.

Temporary workers such as students, rehired retirees, and Tech Temps are not eligible.

No, these employees are included under a separate study.

The percentage was selected for consistency with the staff exercise that had a seven percent cap before COLA, in order to not overly burden grants for faculty members on sponsored funds, and based on budget availability.

For full-time, permanent academic professionals and research faculty, the over-arching group distinction was broad and obscure, and did not allow for a clear market comparison. For this reason, the target midpoint was established at 75% of the market median for their rank and discipline. The 75% midpoint will also mitigate potential grant funding challenges.   

The target midpoint for the pay ranges for other full-time, permanent faculty members is set at 100% of the market median for their rank and discipline. This includes tenured/tenure track faculty, faculty administrators, lecturers, extension professionals, and librarians/archivists. Professors of the Practice were not included in this exercise. 

While we cannot make commitments for future fiscal year budgets, our goal is to establish a compensation philosophy and structure that can guide and serve as a basis for future compensation exercises and decisions.

Because GTRI already conducted a market salary adjustment program, it was not included in this exercise. 

Below is a list of the Association of American University (AAU) institutions that the College and University Professional Association (CUPA) identified as participating in the market surveys:

• Boston University (Boston, MA) 
• Brandeis University (Waltham, MA) 
• Brown University (Providence, RI) 
• California Institute of Technology (Pasadena, CA) 
• Carnegie Mellon University (Pittsburgh, PA) 
• Case Western Reserve University (Cleveland, OH) 
• Columbia University in the City of New York (New York, NY) 
• Cornell University (Ithaca, NY)  Duke University (Durham, NC) 
• Emory University (Atlanta, GA) 
• Harvard University (Cambridge, MA) 
• Indiana University (Bloomington, IN) 
• Iowa State University (Ames, IA) 
• Johns Hopkins University (Baltimore, MD) 
• Massachusetts Institute of Technology (Cambridge, MA) 
• Michigan State University (East Lansing, MI) 
• New York University (New York, NY) 
• Northwestern University (Evanston, IL) 
• Pennsylvania State University (University Park, PA) 
• Princeton University (Princeton, NJ) 
• Purdue University Main Campus (West Lafayette, IN) 
• Rice University (Houston, TX) 
• Rutgers the State University of New Jersey System Summary (New Brunswick, NJ) 
• Stanford University (Palo Alto, CA) 
• Stony Brook University (Stony Brook, NY) 
• Texas A & M University (College Station, TX) 
• The Ohio State University (Columbus, OH) 
• The University of Arizona (Tucson, AZ) 
• Tulane University (New Orleans, LA) 
• University At Buffalo, State University of New York (Buffalo, NY)
•  University of California-Berkeley (Berkeley, CA) 
• University of California-Davis (Davis, CA) 
• University of California-Irvine (Irvine, CA) 
• University of California-Los Angeles (Los Angeles, CA) 
• University of California-San Diego (La Jolla, CA) 
• University of California-Santa Barbara (Santa Barbara, CA) 
• University of Chicago (Chicago, IL) 
• University of Colorado Boulder (Boulder, CO) 
• University of Florida (Gainesville, FL) 
• University of Illinois at Urbana-Champaign (Champaign, IL) 
• University of Iowa (Iowa City, IA) 
• University of Kansas Main Campus (Lawrence, KS) 
• University of Maryland College Park (College Park, MD) 
• University of Michigan-Ann Arbor (Ann Arbor, MI) 
• University of Minnesota-Twin Cities (Minneapolis, MN) 
• University of Missouri – Columbia (Columbia, MO) 
• University of North Carolina at Chapel Hill (Chapel Hill, NC) 
• University of Oregon (Eugene, OR) 
• University of Pennsylvania (Philadelphia, PA) 
• University of Pittsburgh (Pittsburgh, PA) 
• University of Rochester (Rochester, NY) 
• University of Southern California (Los Angeles, CA) 
• University of Texas at Austin (Austin, TX) 
• University of Virginia (Charlottesville, VA) 
• University of Washington (Seattle, WA) 
• University of Wisconsin-Madison (Madison, WI) 
• Vanderbilt University (Nashville, TN) 
• Washington University in St. Louis (Saint Louis, MO) 
• Yale University (New Haven, CT) 

Part-time faculty not employed under a temporary status were included in the group of employees reviewed as part of the study. This is defined as 20 to 29 hours per week (or .5 FTE to .74 FTE). Partial benefits eligible may apply to regular faculty and regular staff employees. Partial benefits include retirement and pro-rated leave accruals.​

This is defined as 30 or more hours per week or .75 FTE and greater, which applies to regular faculty and regular staff employees. Full benefits include all benefits in accordance with University System of Georgia of Board of Regents policy 8.2.9 Insurance.

Deloitte was able to match about 96% of Georgia Tech’s faculty positions in the market. In the study, it was noted that each Professor of the Practice is unique and bears no commonality to the other Professors of Practice.  Therefore, each employee in this job title will be reviewed individually. 

If your salary after promotion was still was below market, you could be eligible for the market equity increase.

Yes. Salary increases (such as, promotions, position reclassification, counteroffers, in-range adjustments, etc.) which result in a cumulative fiscal year adjustment greater than 9.9% above the USG’s annual salary and wage guidance percentage (Merit) require HRAP ASI review.​

If an employee on an approved leave of absence has been identified as being eligible for a market increase, it will be applied upon return to active status.​

If the faculty member’s annual salary is currently above the market reference point, an increase may not be applied as part of this program.​

Not all faculty will receive 5%. This is dependent upon their salary in comparison to the target MRP points on the pay structures.​

The $5,000 Cost of Living Adjustment (COLA) was a separate program. However, the COLA did increase base wages which are used in comparison to market.​

The USG BOR has provided guidance that there will be no Merit program for FY23.​

We will publish these on the GTHR website and share the link in related communications.