Marshall University recognizes that competitive compensation is the cornerstone for recruiting, retaining, and motivating our employees. To this end, the University’s compensation philosophy is to pay all categories of employees at competitive levels established by external labor markets, considering both salary and benefits as a total compensation package.
Compensation programs must meet the following objectives:
- establish pay levels for positions on the basis of their external competitiveness with relevant labor markets and their relative internal value
- regularly reward employees on the basis of work performance
- administer pay equitably and consistently
- establish a compensation policy that is consistent with the management and allocation of funds entrusted by the University
- maximize the effectiveness of compensation funding based on recruiting, retention, and employee motivational outcomes
- ensure accountability for compliance with the all BOG/University policies and procedures and statutory requirements
Disclaimer: This web page is being used to share and communicate pending compensation changes with staff at Marshall University. While some changes and been approved and implemented, we are still working to finalize other parts of this compensation model. For this reason, portions of this web page are considered to be in "draft" form. Please direct all questions and comments concerning information on this web page to our Feedback Form.
- WVHEPC Compensation Documentation - REVISED!
- House Bill 2542
- Compensation Plan Comparison
Characteristic Current Pay System Proposed New Pay System Allow Flexibility to Move within Salary Range X Competitive Pay Structure X Job Duties Based on Master Job Description X Market Based Salaries X New Employee Salaries Based on Job, Education, and Experience Requirements, Level of Expertise X New Employee Starts at Entry Level X Pay Increases Based Soley on Seniority X Performance Influence Pay Increases X Provide Framework for Career Progression X Submit PIQ for Possible Pay Increase X Uses Point Factor Methodology to Determine Classification X
- Frequently Asked Questions about the new compensation model.
- Implementation Timeline
- Position/Classification Search and Master Job Specifications
- Salary Scale
- Compensation 101 Training Video - NEW!
Compensation 101 Training with Rachel Eckelberry
- Training Overview: This training will provide a general understanding of compensation structures, terminology, industry practices, knowledge pertaining to a market based salary system. PLEASE NOTE: This training will not explain the details of the new classified staff salary system; however, it will lay the foundation on which the methodology is derived. Detailed training on the new classified staff salary system will be rolled out early fall semester 2019.
- Target Audience: Classified Staff, Supervisors of all Staff, and anyone wanting some general knowledge on market based compensation.
- What will you learn about in this training?
- Direct vs. Indirect Compensation
- Exempt vs Nonexempt Employment
- Objectives of Market-Based Compensation
- Job Description and Pay grade evaluation
- Salary Structures
- View the recorded training sessions
- Classification and Compensation Feedback Form
- Have question or issues with Classification and Compensation? If so, please complete and submit the feedback form to HR.