分类及补偿服务
The Classification & 补偿 team within 人力资源 is committed to developing,
implementing, and maintaining equitable and competitive job classification and pay
structures that support 奥古斯塔大学’s mission and values.
我们做什么
我们管理员工分类和薪酬的各个方面，包括：
- 职位分类-评估和分配新职位和现有职位的适当头衔和薪酬等级。
- 工作描述-为所有分类员工职位创建并维护准确的工作规范。
- 薪酬管理- Process extra duty payments, shift differentials, weekend premiums, and on-call
rates.
- 市场分析-进行薪酬调查和审计，以确保我们的薪酬保持竞争力。
- 工资的建议针对新员工、晋升、降职和市场调整提出薪酬调整建议。
- 政策合规-确保薪酬实践符合联邦，州和大学的指导方针。
分类与薪酬资源
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全面薪酬理念
使命宣言
- 奥古斯塔大学 is a public research university and academic medical center dedicated
to providing an experience like no other: a world class academic and social community
that is inclusive and diverse where students are positioned for opportunity and success.
- The University aspires to be a top tier research institution that is a destination
of choice for education, health care, discovery, creativity and innovation.
总回报
- To support the University in achieving this mission, the total rewards program is
designed to be competitive and equitable in order to attract, retain, and engage a
diverse group of staff to reflect the world we wish to serve.
- While base pay is the primary method of rewarding staff, other elements such as tuition
assistance program, retirement contributions, and health and welfare benefits are
important components of the total rewards package.
- In addition to these more tangible rewards, the University prides itself on providing
staff with other intangible benefits of work such as a collaborative, collegial work
environment, work life balance, career development, and opportunity to shape the future
of our students.
员工薪酬计划
- The University balances internal equity and external market competitiveness with comparable
institutions and organizations. Augusta also aims to be fiscally responsible and attentive
to the budgetary resources of the institution and long term financial sustainability.
- Our salary structure is based on competitive market data as defined by comparison
markets, which may vary across the University.
- Jobs are evaluated based on job content (including responsibilities, scope, and experience/education
requirements), not title, and are assigned to a salary range based on the job’s market
rate, with consideration for internal equity.
- An individual’s base salary reflects their skills, capabilities, knowledge, experience,
and performance against job expectations.
- Market data comes from credible, reliable, and relevant published compensation survey
sources that include our defined comparison markets.
- Appropriate pay levels are maintained through consistent updating of job descriptions,
regular monitoring of the external market, and periodic updates of the compensation
program to ensure effective and market aligned practices. Additionally, periodic reviews
of incumbent pay are conducted to ensure internal equity.
- While Augusta aims to target our pay structure at the 50 th percentile (TBD) of our
comparison markets, certain jobs and/or individuals may be positioned above or below
that target based on internal factors and/or unique incumbent characteristics.
员工比较市场
- 奥古斯塔大学’s comparison markets include carefully selected institutions as
well as other general industry markets for jobs that exist outside of higher education
and may differ among staff populations.
- Higher education comparison institutions are selected based on a variety of factors
including size, type, geographic location, and research activity. Consideration is
given to data availability and institutions with whom we primarily compete for talent.
- Higher education market data is gathered from the College and University Professional
Association for 人力资源 ( CUPA HR) survey, a reliable and recognized source
of market data within higher education.
- Supplemental data sources such as CompAnalyst are used for jobs that also exist outside
of higher education. Data represents the national market with geographic adjustments
applied if appropriate.
- 其他市场薪酬来源可酌情用于目标工作人员群体。
- All market pay sources meet consistent criteria for validity, reliability, relevancy,
and quality of survey data.
薪酬沟通
- 奥古斯塔大学 is committed to transparency in compensation program communication
and education. Our intent is to create trust and confidence in pay decisions and compensation
program outcomes.
- 人力资源部保持最新和准确的薪酬政策和流程。
- 人力资源 communicates the total compensation philosophy, programs, and policies
to all stakeholders to ensure understanding while protecting individual information.
定期提供培训，以教育和更新领导、经理和员工。
- 人力资源, leaders, and managers partner together to communicate with staff
about compensation processes, significant changes to the compensation program design,
and decisions impacting them personally.
薪酬管理
- 奥古斯塔大学’s total compensation philosophy and programs are developed with
input from University leaders and select stakeholders and are approved by the President
and the President’s Executive Cabinet.
- The Board of Regents of the University System of Georgia (USG) oversees the state’s
public colleges and universities. As a member institution, 奥古斯塔大学 aligns
various fiscal and human resource policies, including those governing classification,
compensation and payroll, with policies established by USG.
- 人力资源部负责管理和维护薪酬计划的各个方面。
This includes initial program development and regular, ongoing review, updates, and
maintenance.
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