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. 

  • Job structures: Grouping of job grades with similar characteristics.
  • Titles: Should reflect the purpose and level of the role. Learn more HERE.
  • Ranges & Quartiles: Reflect the minimum and maximum pay.
  • Pay Grades: Ways to group jobs with similar external market value.
  • Job Descriptions: 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, please consult with your department HR representative. Contact the Office of Faculty Affairs for additional information.

Staff Job Structure Categories

There are five structure categories:

Administrative
  • 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.

Development
  • 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.

Information Technology
  • 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

Quartile 1:

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.

Quartile 2:

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

Midpoint

The midpoint usually represents the average pay for a position that a fully experienced employee might be paid at this level. 

Quartile 3:

5 to 10 years of experience in the job for experienced employees who frequently exceed expectations.

Quartile 4:

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.

Salary Structures 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.