January 5, 2015
Compensation Philosophy Survey
This semester, the Division of Human Capital Services conducted focus groups with our colleagues at Kansas State University. The purpose of the focus group sessions was to get input on a compensation philosophy that reflects the values and mission of K-State.
Human Capital Services took the feedback from our colleagues and re-wrote the philosophy using their feedback. We now want to share the revised philosophy and get your feedback.
To give you a better understanding, a compensation philosophy is a compass and a guide for future compensation decisions. It allows organizations to construct intentional practices that resonate both in good times and bad times. It provides clear and consistent communications to the entire workforce including colleagues that are in university support staff positions, unclassified positions, faculty positions and administrative positions.
At its best, a compensation philosophy describes a set of ideas around total rewards — i.e., base pay, benefits, work-life balance, wellness programs, work environment and perquisites — and addresses issues:
- The organization's definition of competitors for labor.
- The organization's preference of set pay levels for its various titles compared to market.
- The balance between internal equity and external marketplace.
- The role of an individual's performance.
- The role of a team's performance.
- The role of seniority.
- The role of skill-based compensation.
- The organization's transparency.
Focus group participants:
- Black Faculty Staff Alliance
- Cabinet Subteam
- Dean’s Council
- Faculty Senate Leadership
- Human Capital Services
- Human Capital Services Advisory Council
- K-State Olathe campus
- Professional Staff Affairs
- K-State Salina campus
- University Budget Officers
- University Support Staff Senate
Feel free to contact Derek Smith, interim director of compensation and organizational effectiveness, at email@example.com for more information.