University of Georgia
PAE-11: Sustainable Compensation

The University has established a pay plan for employees. The purpose of the plan is to establish and maintain a pay system for administrative and non-administrative classified employees which is equitable and uniform and which will enable the University to attract and retain highly qualified employees. This plan includes the classification code, classification title, pay range number, and the minimum and maximum rates of the pay range for each classification contained in the University of Georgia’s Personnel Classification system. The implementation of policies and procedures pertaining to payment of salaries is contingent upon funds being available regardless of funding source. Authorization may not be given to exceed the budgeted rate for any position regardless of the classification and/or pay range without prior approval from Human Resources. Wages and salaries for classified positions in the University are based upon compensation plans described in the Wage and Salary Schedules. These plans are intended to provide a framework for compensation for work of similar kind and level, to provide a means of compensating employees for satisfactory or outstanding service, to establish rates of compensation which compare favorably with those of other public and private employees, and to reflect the allocated resources of the University. The assignment of pay ranges to classifications in the compensation plans is based on data obtained in salary and wage surveys of comparable positions in other educational institutions and businesses in the region, and on an analysis of relationships among the various classifications in the plans. UGA employs 9878 non-contracted workers, but contracted workers are expected to be around 200-300 workers in a year. These workers are paid by their respective employers and access to this information is limited. Human Resources will periodically review and update the survey data as circumstances warrant, and make appropriate changes to the wage and salary schedule. Department heads are encouraged to suggest jobs or employers in the region that should be included in such surveys.

Minimum Hiring Rate/Compression Adjustments implemented in FY 2013 As outlined in the April 23, 2012 memorandum from Provost Morehead and Senior Vice President Burgess, an increase to UGA’s Minimum Hiring Rate along with Internal Salary Compression Adjustments were provided for regular employees with an annual salary of $40,000 or less in the FY 2013 amended budget. These amounts will be annualized in the FY 2014 base budget and are included on the allocation sheet for each unit.