This information is meant to provide you with helpful information regarding ETSU’s new compensation structure that will be implemented in the spring semester of 2025. Please review the information to ensure you are prepared for questions your employees may have about the new structure. The Human Resources Business Partners and leadership teams are available if you have additional questions.
You may find a list of the Human Resources Business Partners and the leadership team at https://www.etsu.edu/human-resources/hrbp.php.
Project Details
What is the Classification and Compensation Project?
In 2024, ETSU began work to update its staff classification and compensation structure and further address market gaps in faculty and staff salaries. The project to transition to a new classification and compensation structure is expected to be completed by the summer of 2025. Work to close market gaps in employee compensation is ongoing.
Following the lead of many other public universities in Tennessee, ETSU seeks to update our staff classification and compensation structure to better meet the demands of the modern workforce and advance the university’s strategic goals.
Anticipated outcomes of this process include development of
- A classification structure based on uniform criteria including job duties and knowledge requirements
- A compensation framework that allocates positions to key market ranges reflecting their relative value to the organization and the marketplace
- Market ranges aligned with both the private sector external labor market and peer higher education institutions
Learn more about the project history and rationale.
Why are we undertaking this project?
ETSU’s current classification and compensation structure was established by the Tennessee Board of Regents in 2004 and has remained unchanged since its inception. The current system was designed to encourage equity across staff positions with similar levels of responsibility and knowledge required but did not take into consideration market values with respect to compensation. Additionally, the current structure lacks the flexibility necessary to easily make compensation adjustments that account for employees’ changing roles and responsibilities, knowledge and skillsets, or market competitiveness. The current system therefore creates challenges in recruiting, retaining, and rewarding top employees to serve our university community and advance our strategic goals.
The goals of the project are:
- Develop a system capable of adapting to changing roles and responsibilities
- Ensure fairness
- Ensure compliance with applicable labor laws and regulations
- Better attract and retain high-quality employees
- Support ETSU’s strategic plan
- Better manage costs and align budgets to institutional priorities
Learn more about the project history and rationale.
Addressing Frequently Asked Questions
To assist you in addressing questions you may receive from the employees you supervise, we encourage you to become familiar with the answers to Frequently Asked Questions.
Supporting Your Employees
Navigating change in the workplace can be stressful for employees. To ease the transition, we suggest the following:
Communicate Effectively:
- Trust and Transparency: Establishing trust and effective communication is crucial for a positive work environment.
- Active Listening: When employees feel heard and valued, they become more engaged and productive.
- Mutual Respect: Practice honesty, transparency, and active listening to foster an atmosphere of mutual respect and trust.
- Open Communication: Encourage open dialogue where employees feel comfortable sharing ideas and concerns.
Demonstrate Empathy:
- Understanding Perspectives: Show empathy by actively trying to understand employees’ viewpoints and experiences.
- Regular Check-Ins: Regularly check in with employees to address their concerns and well-being.
- Stronger Connections: Demonstrating care fosters stronger connections, leading to increased trust, loyalty, and motivation.
Lead by Example:
- Model Desired Behaviors: Leaders play a crucial role in modeling the behaviors associated with the change.
- Clear Roadmap: By actively demonstrating new behaviors, leaders provide a clear roadmap for success.