Staff Job Descriptions and Salary Structures
All staff positions at Georgia Tech are a part of the Job Classification and Compensation System (JCCS). All positions include a structure, title, pay range and quartile, and pay grade.
Grouping of job grades with similar characteristics
Should reflect the purpose and level of the role.
Learn more HERE.
Reflect the minimum and maximum pay
Ways to group jobs with similar external market value
Provide the purpose for the job’s existence, an example of the level of work found in the role, qualifications, skills required, etc. Detailed, individualized job expectations and tasks, are set at the manager level and are a part of the goal setting process.
For faculty compensation information, visit Faculty Pay Grades.
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Staff Job Structure Categories
There are five structure categories:
- Positions responsible for the support, coordination, and management of academics & administration.
- Professions include Finance, Human Resources, Administrative Management, Legal Affairs, Academic & Student Services, and Communications.
Crafts & Skilled Trades
- Positions responsible for the installation, maintenance, repair, and management of structures, grounds, utilities, and related components. Included are positions related to inventory management, warehousing, and mail/delivery.
- Professions include Carpentry, Custodial Services, Landscaping, Construction, Instrumentation, Recycling, and Mail Distribution.
- Positions responsible for the administration, management, solicitation, and development of fundraising, sales, and business growth.
- Professions include Development, Sales Management, Consulting, and Venture Catalyst Initiatives.
- Positions responsible for the design, configuration, engineering, installation, maintenance, repair, support, and management of computers, computer based systems, applications, hardware, networks, information, and components.
- Professions include Software Development, Information Security, Graphic Design, Network Administration, and Technical Support.
Science & Research Support
- Positions responsible for the support, management, and research of science and engineering disciplines.
- Professions include Medicine, Dentistry, Engineering, Laboratory Management, Safety, and Architecture.
Staff Job Pay Ranges & Quartiles
Each job grade has a corresponding range of pay based on market pay practices and an employee’s development in a job. Each range has quartiles. Individual job performance and job knowledge, as well as the Institute’s financial position, determine the employee’s position in the quartile. In accordance with Georgia Tech and USG policy employees must be paid at the minimum of the grade range, and not the minimum of the quartile. The minimum of the quartile is not guaranteed and subject to other factors, including budget.
0 to 2 years of experience in the job for employees who are novice in the position, are in a learning situation, and do not have substantial experience in the new position.
2 to 5 years of experience in the job or employees who have gained experience and skill and who are becoming more proficient in the position for which they were hired. They generally meet expectations in their positions.
The midpoint usually represents the average pay for a position that a fully experienced employee might be paid at this level.
5 to 10 years of experience in the job for experienced employees who frequently exceed expectations.
10+ years of experience in the job for employees who have extensive experience and who are consistently exceptional performers.
Market Reference Point
Each Market Reference Point (MRP) is created by Georgia Tech to reflect the average salary of the same or similar position outside of the Institute. Once set, it becomes the building block of the pay range as well as the midpoint.
Job Status: Exempt vs Non-Exempt
All jobs are categorized by an employment classification determined by the Fair Labor Standards Act (FLSA). Learn more Georgia Tech Human Resources works within FLSA guidelines in evaluating the employment classifications of all staff and faculty positions. This takes place during the creation, or reclassification of positions.
These classifications are based on several factors such outlined in the federal regulations and Board of Regents rules as the actual job duties outlined in the job description, as well as the salary.
- Not eligible for overtime
- Must record exceptions to work (sick, vacation, jury duty, bereavement, etc.)
- Eligible for overtime
- Must record all hours worked in addition to absences
- Non-exempt employees must be paid for all hours worked.
How is Exemption determined?
Exemption is based on qualifying for all three of the following:
- Salary Basis: Employee must be paid on an annual salary basis;
- Minimum Salary Threshold Test: Employees must be paid above a salary threshold amount set by the Department of Labor; and
- Duty Tests: Employee must qualify as an Executive, Administrative, Professional, Computer Professional or other specialized dualities test.
Guidance Regarding Exemption
Managing compensation for travel time for overtime-eligible employees can be challenging. To help you accurately track, calculate and report travel time, Georgia Tech Human Resources has developed a general guidance document. GTHR encourages managers and employees to consult with a human resources representative for specific guidance before travel occurs.
When calculating overtime, it is important to note that overtime is based on the number of hours worked in the workweek, not the pay period. Hours that are not actually worked (holidays, sick, vacation, etc.) do not count towards calculating overtime.
Overtime must be approved in advance by the supervisor. The supervisor may also adjust the schedule within the same work week to manage overtime.
Salary Structure FAQs
What is a Salary Structure?
A salary structure is the structure of salary grades and ranges within an organization. Georgia Tech uses five staff structures; Administrative, Crafts & Skilled Trades, Development, Information Technology, and Science & Research Support.
Why would ranges move?
Georgia Tech Human Resources (GTHR) reviews external market competitiveness of our salary ranges. As the general economy changes, ranges are adjusted to stay competitive in our labor market.
Where can I see the current salary grade range structure?
How do I find out what grade a position/job title is in?
This information is available to anyone with a Georgia Tech login. Check the blue box at the top of this page that says “JCCS.”