FAQs

The following are answers to frequently asked questions related to the Classification and Compensation Update Project. 

• Who is impacted by the changes to our classification and compensation system? 

  All employees in regular staff positions across the university will be moved to the new classification and compensation system. Students and temporary employees will not be included. Given the standardization of their job roles, faculty will see little change except for targeted increases to faculty salaries.

• Will my working title, classification title or both change as we implement the new compensation plan?

  Only your classification title is changing. Your working title will not change.

• What is the difference between the working title and the classification title?

  The working title is more descriptive of the function or responsibilities of an individual role and should be easily understood by internal and external constituencies. Working titles are typically used in emails, business cards, and directories. An example might be “Social Media Coordinator.”

  The classification title corresponds to the position classification within the job families and is recorded in the Human Resources system. An example might be “Communications and Marketing Professional 1.” Working titles will not change as we move to new classification titles.

• Will employees receive information on their new job family classifications? How?

  Yes. Each employee was notified of their new classification title on March 14, 2025, via an email from Human Resources.  

• What if I believe my position is classified incorrectly?

  Employees who believe their position was classified incorrectly should reach out to their supervisor as soon as possible so that an additional review by Human Resources can be requested. All requests for additional reviews must be submitted by March 28, 2025.

• Will there be pay increases associated with the classification and compensation project?

  Yes, although they will not be across the board. ETSU is working to ensure that all faculty and staff are paid at market range, but this will take time. Beginning in the spring of 2025, ETSU will make targeted strategic salary enhancements to begin bringing employees’ salaries that are below range up to their range.

• When will the first round of salary enhancements take effect?

  Faculty who are receiving market-based salary enhancements in the spring of 2025 will see any increases reflected on their March 2025 paycheck.

  Staff who receive salary enhancements will see any increases no later than the end of May 2025.

  Increases will be retroactive to November 1, 2024, or the date of hire (whichever is most recent), so the first increased paycheck will include a lump sum to cover the retroactive increase.

   

• Are adjunct faculty, temporary employees, and student workers included in this process?

  No. At this time, we are focusing on addressing market gaps and the class and compensation structure for regular faculty members and employees.

• I am a regular faculty member and I perform administrative functions. Am I considered faculty or staff?

  Anyone at the Dean or Vice-Provost level and above is considered an administrator and falls into the staff category. Anyone below the Dean level (assistant deans, associate deans, etc.) is considered faculty for the college in which they teach.

• How will ETSU determine who will receive raises as part of this effort?

  See the Salary Enhancements page for more information.

• Will new hires come in at a higher rate of pay than current ETSU employees?

  New employees hired in the same positions as existing ETSU employees generally will not come in at a rate of pay higher than existing employees. In rare circumstances, a new hire may be paid more in the same position, if the new hire possesses extraordinary skills and experience above that of the existing employees in that position.

• What does it mean that this compensation project is “budget neutral?”

  When we say this project is “budget neutral” it means we are making these changes without having any new resources to implement pay increases. Funds for any enhancements made to salaries, therefore, will have to come from institutional efficiencies such as vacancy management or other cost-savings.

• When will the market ranges be published?

  Market ranges for each position classification will be published no later than the end of May 2025.    

• My unit planned on submitting a job audit for one of our employees soon. When can I submit the job audit?

  You may submit the position classification questionnaire at your earliest convenience, and it will be added to the queue. We anticipate resuming job audits in late spring 2025.

• I need to make some minor changes to some position descriptions. When will I have the opportunity to do so?

  You may send an updated position description via the e-jobs system. For instructions on how to do so, please work with your HR Business Partner or HR Generalist.

• I am a supervisor and would like to know how my employees have been classified. How can I find this information?

  Human Resources has recorded each employee's job family placement in the e-jobs system. You can view your employees' job family placements directly in e-jobs.

• What are the next steps after everyone is placed in job families?

  The university has identified approximately $3.6 million in initial funding to help bring staff and faculty salaries closer to market targets in spring 2025. To learn more about this process, visit the Salary Enhancements page.

• Will the current evaluation process for staff change as a result of this project?

  Yes, the staff evaluation process will change as a result of this project and the transition to Voyager. For the spring 2025 evaluation period, supervisors should follow existing processes. More information about the new process will be provided in the coming months.

• What happens when a person reaches the maximum of their market range?

  When a person reaches the maximum of their market range in a compensation structure, it typically means that their pay has hit the highest level for their current role based on the market data. If there are no changes made to the position, the salary will remain at its current level until the market adjusts for that role. Any potential increases would depend on future market shifts or changes to the position itself.

• Will market ranges be evaluated regularly? What happens if there are changes in the market or economy?

  Yes. Human Resources will annually review market ranges to ensure they are aligned with the latest market data. However, adjustments to market ranges will not automatically result in changes to an employee’s salary.

• Will anyone’s salary be reduced as a result of this process, now or in response to future market changes?

  No. Existing employees will not see any reduction in their salaries, even if they are being paid above their market range.