Compensation resources for managers

Managers play a key role in supporting fair, consistent and transparent compensation practices. Managers—employees who supervise, lead and support the work and development of others—play a critical role in shaping the employee experience and organizational success. The following resources are provided to help you make informed decisions and communicate clearly with employees.

 

10 things managers should know about pay

Pay starts with the job, not the person

Pay ranges and classifications are based on the duties, responsibilities and market value of the job, not an individual’s personal circumstances or prior salary history.

Pay range placement depends on compensable factors

An employee’s placement within the pay range reflects job‑related factors such as experience, skills, education, performance, scope of responsibility and internal equity — not tenure alone or unrelated personal factors.

K‑State uses a market‑based compensation structure

Each job is aligned to a pay grade using validated market data. The midpoint reflects the market median, and placement within the range aligns with qualifications and contributions.

Job architecture ensures fairness and consistency

Staff roles are organized into job families, subfamilies and profiles using a 70%+ best‑fit method. This structure helps ensure similar work is recognized and rewarded consistently across the university. HR Compensation and Organizational Effectiveness, or COE, makes staff job title determinations based on duties described in the position description.

Internal equity matters

Before making any pay decision — hiring, adjusting pay or promoting — managers should consider how pay compares among employees performing similar work. HR can assist with equity and compression checks.

Managers play a key role in pay transparency

Managers don’t need to discuss other employees’ individual salaries, but they should be able to explain how pay ranges work, how the job is classified and the factors used to determine pay decisions.

There are different types of pay actions

Pay can change through merit increases, market adjustments, equity adjustments, promotions or bonuses. HR COE can help determine which options fit a particular situation.

Budgets and timing matter

K‑State uses an annual compensation cycle to ensure pay decisions are fair and consistent. Some adjustments may also occur mid‑year for critical equity or market needs.

Managers must follow federal and state laws

Equal Pay Act, FLSA, pay transparency protections and state wage laws all apply to pay decisions. If it’s unclear whether something is compliant, contact HR COE.

Clear documentation is essential

Managers should document the rationale for each pay decision and consult HR early, especially before making commitments to candidates or employees. Good documentation protects both managers and the university.

Bonus: Managers are not alone — HR is here to help

HR COE provides tools, guidance and consultation to ensure fair, consistent and compliant decisions. When in doubt, ask questions early to avoid unnecessary complications and ensure a smooth, consistent process.