Frequently Asked Questions
The current pay practices were established more than ten (10) years ago and have not kept with market fluctuations. The Study will help determine the University's current position and competitiveness in the relevant market(s) and recommendations for moving forward.
All full-time positions and all salary part-time positions are included in this Compensation Study Project.
No, the job content received from Job Analysis Questionnaire’s will be used for multiple purposes including identifying appropriate market benchmarks (how does our pay compare to similar benchmark institutions), position classification (exemption status), and updating pay policy administration to ensure equity and consistency.
In order to tailor the compensation program specifically to the WKU environment, input from WKU stakeholders (in addition to effective practices in both Higher Education and in general industry) were used to create the WKU Compensation Philosophy, which is a living document (which may be modified during the market assessment phase) that will serve as the foundation for the compensation program.
It is the University's intention to be as transparent as possible throughout this initiative while protecting individual information. As evidence of that, we have partnered with the external consultants to provide many opportunities for input across the campus community, and will continue to do so as we progress through the project. Additionally, we have established an initiative website for both Compensation and Performance Development, which can be found at https://www.wku.edu/hr. If you have any questions about this initiative, please reach out to the WKU HR team at firstname.lastname@example.org.
In addition to those who volunteered, others were invited to participate in order to represent a varied cross-section of the University community. Additionally, Staff Senate, University Senate and the Strategic Plan Implementation committee also nominated members to serve.
Having outside consultation for these broad and complex endeavors is quite common across higher education. A consulting engagement helps to bring about expertise, objectivity and ideas explored and implemented by other institutions. A consultant also helps to support the significant workload efforts that are a natural part of these projects. Consultants also guide the process through effective project management using proprietary applications and tools so that the projects remain on course and within stated objectives. Helping to formulate an implementation strategy is also an expected outcome of consulting services. Specific to WKU, Sibson Consulting was selected for the Compensation and Performance Development initiatives. Sibson is a nationally ranked consulting firm recognized for its work with higher education institutions across the country, and it is our belief that their expertise and experience will support successful completion of these important strategic initiatives.
Study Implementation & Results
The final outcome of the compensation study will provide market data for most positions on campus and a new Compensation Philosophy and Pay Administration guidelines. Decisions regarding an individual’s compensation level will be reviewed.
No. The University has no plans to reduce pay for any employee based on results of the market salary analysis.
While the outcomes of the compensation study are not yet known, it is the University's intention to implement over a multi-year period within the current financial constraints.
Job Content & Collection Questions
Only list duties or responsibilities that require 10% or more (equivalent to half of a day per week or 5 weeks per year) of the job’s time.
Yes. Budgeted vacant positions should be identified through the Job Analysis Questionnaire.
While the Supervisor has final input for the Job Analysis Questionnaire, it’s important to identify the disconnect between the expected functions of the job and the actual functions being completed by the employee.
The Essential Functions Worksheet should be maintained within a central department location.
If you have multiple positions performing similar essential functions, but not exact same functions, you’ll need to complete one Job Analysis Questionnaire (JAQ) for each. If your positions are performing the EXACT same essential functions, you may do one JAQ to represent all same positions. Question 3.1 of the JAQ will ask you to input each position number for which the questionnaire applies.