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
- Implementation Timeline
- Position/Classification Search and Master Job Specifications
- Salary Scale
- Compensation 101 Training Video - NEW!
- Classification and Compensation Feedback Form