Staff Structure
Explore the updated staff structure/job architecture, which replaces K-State's current staff job architecture, establishing a greater number of unique job titles, refining job families, and introducing job subfamilies.
Compensation Study and Career Architecture Development
Advancing Compensation at K-State
In 2025, K-State launched a comprehensive Compensation Study initiative with the aim of creating a consistent, transparent approach to more strongly align pay to market, support informed pay decision-making and consistency in pay practices, and define clearer pathways for career advancement and growth.
By engaging multiple steering committees during the initiative's initial discovery and planning phase, the university set a foundational plan that has advanced into Phase I implementation: Advancing our refined compensation philosophy, launching our faculty/staff structures, implementing under-market adjustments, and advancing the creation of pay administration guidelines and a graduate student compensation implementation plan.
Implementation Updates
Per the update provided on Nov. 5 by President Linton and Provost Mendez, Phase I implementation will now follow two distinct workstreams and timelines: One for faculty, and one for staff.
For Staff
- Nov. 6: The new staff structure/job architecture is now available to explore.
- Nov. 12: HR will host a webinar for all staff that provides a live walk-through of the staff structure/job architecture with an opportunity for Q&A.
- Register to attend using your @k-state.edu email.
- Nov. 18: All staff included in the Compensation Study scope will receive correspondence from their HR managers detailing their individual position's alignment to market.
- Early December: The new staff structure will take effect in HR enterprise systems.
- Dec. 31: Any resulting under-market adjustments will be reflected in the employee's paycheck on this date.
For Faculty
- Per feedback from academic leadership and shared governance, the implementation timeline for the new faculty pay structure will be revised to allow for further conversation.
- Beginning the week of Nov. 9, administration will build further plans to engage with academic leadership and shared governance in a focused, solution-oriented process.
- We want to ensure concerns are heard, differences are addressed, and we develop a path forward with broad understanding and support.
- Our target is to reach an agreed-upon approach by or before March 1, 2027, with implementation to follow.
- Eligible faculty pay adjustments will be made retroactively to the same effective date as the staff compensation adjustments.
Explore the Market-Aligned Staff Job/Pay Structure
Supervisor Resources
View guidance and resources for supervisors helping employees understand K-State's implementation of market-based structures.
Understanding Compensation at K-State
Project Governance/Support and Communications
Compensation Executive Leadership Team
In fall 2024, an executive leadership team was formed to guide the compensation initiative. The committee is leveraged at key decision points, ensuring the project continues down a successful path.
- Richard Linton, president
- Jesse Perez Mendez, provost and executive vice president
- Ethan Erickson, vice president for administration and finance
- Hans Coetzee, vice president for research
- Shanna Legleiter, chief human resources officer
- Debbie Mercer, Nelson and Marilyn Galle dean, College of Education
- Alysia Starkey, dean and CEO, K-State Salina
- Ben Wolfe, dean and CEO, K-State Olathe
Questions?
Have a question or comment about K-State’s Compensation Study initiative? Submit it below or email KSUCompStudy@ksu.edu.