Explore the market-aligned staff job/pay structure
Yesterday, President Linton and Provost Mendez shared an important update on the Compensation Study initiative implementation, which included two critical pieces of information regarding Implementation Phase I:
- For faculty: An update to the faculty pay structure implementation process.
- For staff: An affirmation of the implementation timeline for the university's staff structure/job architecture and under-market adjustments by the end of the 2026 calendar year.
Implementing our updated staff structure
When you will learn how your position aligns to market
For staff, please remember that Nov. 18 is the date that you will learn how your position aligns within the university's market-based structures:
- On Nov. 18, individual memos will be provided to all staff employees whose positions were included in Phase I of the Compensation Study.
- Even if there are no changes to current title or pay, these staff members will still receive a notification memo.
- In this communication, the job title associated with an individual’s position will be shared, and for those whose current pay is determined to be under-market, the planned pay adjustment to align the position to market will also be shared.
- Remember: No reductions in pay will result from market determinations.
By sharing the staff structure now, ahead of your individual notice, this gives you an opportunity to explore the staff structure in full and gain further understanding of what it means for a position to be aligned to market. Remember, market alignment is about the position alone — later phases of the Compensation Study will take into account the individual attributes that you bring to the role, also known as compensable factors.
Explore K-State's market-aligned staff structure
- Replaces K-State's current staff job architecture, establishing a greater number of unique job titles, refining job families, and introducing job subfamilies.
- Structure and pay ranges are informed by CUPA-HR data and standardized business and industry survey data.
- The market comparisons are informed by 37 comparator institutions with characteristics similar to K-State.
- What this achieves for K-Staters, current and future: A stronger articulation of career pathways, providing a laddering of jobs someone can grow into over time as they build skills and experience.
Join HR Nov. 12 for a live webinar walking through the staff structure
For a guided walk-through of the staff structure and an opportunity to ask questions, please register online to join Human Resources representatives for a Webinar at 2 p.m., Nov. 12. You must use your @k-state.edu email to register. If you cannot attend the live session, please know that a recording will also be posted on the Compensation Study initiative website following the Webinar.
For supervisors of staff: Please also check out the supervisor resource center, which offers numerous resources to help you support your staff through this process, including a supervisor webinar for which you may register.
Earlier this calendar year, we shared the university’s newly articulated compensation philosophy — the principles guiding the university forward through our Compensation Study initiative and beyond. As we continue to move through this first phase of implementation, and look ahead to future phases that consider individual attributes, it’s important to remember why we are building and implementing these new structures and practices for the good of the university and our people:
- To attract and retain top talent at all levels of the institution.
- To support responsible and effective use of the university’s financial resources.
- To determine pay based on objective factors.
- To encourage career growth and reward performance.
- To establish compensation guidelines that promote consistency across units while allowing flexibility to reflect differences across disciplines and programs.
— Submitted by Human Resources