On June 17, 2022, Dr. Chris Roberts, President, proposed the largest compensation initiative in Auburn history.
“We received preliminary approval from the (Board of Trustees) to invest $32 million for fiscal year 2023 in our most important resource – our people,” President Roberts said. “Our trustees know that Auburn employees invest so much into our students and campus and they want to recognize the impact and commitment of our excellent employees by investing in them. If formally approved, this would be the largest compensation investment in the history of Auburn University.”
The university identified hundreds of jobs within job categories where our pay can be more competitive. In these cases, we segmented the market gaps into groups of “market gap priority."
Market Adjustment Pool (Focusing on Those Employees Most Warranting Adjustments)
The recommended FY2023 pool, if approved, will be used to begin addressing the market gap priorities. As a result some employees will receive market adjustments. These market adjustments will begin to address the market gaps and ensure that current and new employees’ pay is rapidly progressing toward, or at, market competitive levels.
Individual Employee Market Adjustments
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Ensures that employees’ salaries are progressing toward or at competitive market levels. Individual market adjustments will be determined using a leadership-approved methodology identifying those employees most warranting a competitive market adjustment based on the following factors:
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Two variables are used:
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The Market Gap Priority Group to which the employee’s job’s is assigned
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The size of employee’s individual gap to competitive range
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No management discretion is permitted at the individual employee level.
Auburn has worked with Mercer to review market data and perform salary benchmarking on over 1,300 jobs across campus. Our Compensation and Classification team worked with Mercer to match Auburn jobs and their descriptions to similar jobs and descriptions in the market (such as those within other SEC, R-1 or peer institutions) and identify the market pay rate for each job.
For many jobs, Auburn's pay is competitive with other institutions and employers. However, we also identified hundreds of jobs within job families where our pay can be more competitive. In these cases, we segmented the market gaps into groups of “market gap priority."
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Auburn currently has one pay structure for almost all non-faculty jobs. The study results are the basis upon which the university has developed 23 newly-identified Job Families. Each job family will have its own pay structure with individual pay grade ranges.
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On Oct. 1, 2022, the new structures will become effective.
-
All Staff and A&P jobs will be assigned to the newly created structures and pay ranges.
-
Pay ranges will continue with our current range design, where pay-position-in-range “has meaning.”
- New pay structures and ranges will be reviewed on a regular basis to monitor their alignment with the competitive market for their respective job family.
Please review the Merit Increase and Promotional Increase Guidelines for additional information.
On June 17, 2022, Dr. Chris Roberts, President, proposed the largest compensation initiative in Auburn history.
“We received preliminary approval from the (Board of Trustees) to invest $32 million for fiscal year 2023 in our most important resource – our people,” President Roberts said. “Our trustees know that Auburn employees invest so much into our students and campus and they want to recognize the impact and commitment of our excellent employees by investing in them. If formally approved, this would be the largest compensation investment in the history of Auburn University.”
The university identified hundreds of jobs within job categories where our pay can be more competitive. In these cases, we segmented the market gaps into groups of “market gap priority."
Market Adjustment Pool (Focusing on Those Employees Most Warranting Adjustments)
The recommended FY2023 pool, if approved, will be used to begin addressing the market gap priorities. As a result some employees will receive market adjustments. These market adjustments will begin to address the market gaps and ensure that current and new employees’ pay is rapidly progressing toward, or at, market competitive levels.
Individual Employee Market Adjustments
-
Ensures that employees’ salaries are progressing toward or at competitive market levels. Individual market adjustments will be determined using a leadership-approved methodology identifying those employees most warranting a competitive market adjustment based on the following factors:
-
Two variables are used:
-
The Market Gap Priority Group to which the employee’s job’s is assigned
-
The size of employee’s individual gap to competitive range
-
-
No management discretion is permitted at the individual employee level.
Auburn has worked with Mercer to review market data and perform salary benchmarking on over 1,300 jobs across campus. Our Compensation and Classification team worked with Mercer to match Auburn jobs and their descriptions to similar jobs and descriptions in the market (such as those within other SEC, R-1 or peer institutions) and identify the market pay rate for each job.
For many jobs, Auburn's pay is competitive with other institutions and employers. However, we also identified hundreds of jobs within job families where our pay can be more competitive. In these cases, we segmented the market gaps into groups of “market gap priority."
-
Auburn currently has one pay structure for almost all non-faculty jobs. The study results are the basis upon which the university has developed 23 newly-identified Job Families. Each job family will have its own pay structure with individual pay grade ranges.
-
On Oct. 1, 2022, the new structures will become effective.
-
All Staff and A&P jobs will be assigned to the newly created structures and pay ranges.
-
Pay ranges will continue with our current range design, where pay-position-in-range “has meaning.”
- New pay structures and ranges will be reviewed on a regular basis to monitor their alignment with the competitive market for their respective job family.
Please review the Merit Increase and Promotional Increase Guidelines for additional information.