The cornerstone of the workforce Diversity, Equity and Inclusion plan is the implementation of a compensation program that is transparent, market-based and administered in a consistent manner. As part of the implementation, Human Resources has completed an external market review of all jobs at the university and has created an individualized Market-Based Compensation (MBC) Statement for each employee, which will be published on July 28 and available through Sept. 30. To access a statement:
- Log in to myWSU (Chrome is the preferred browser)
- Select the Faculty/Staff tab
- Scroll down the page to the “Human Resources Links” Channel box
- Select “Market Based Compensation Statement”
Due to differences in how the market data is presented, two versions of the statements have been created, one for teaching positions and one for non-teaching positions. Short Market-Based Compensation Video Tutorials have been developed to assist with interpreting the information on the MBC Statement.
NOTE: Employees in the following status or division of the University will not receive a compensation statement: temporary position, lecturer or visiting professor, student employee, coaches and employees in the Division of Industry Defense Programs.
Important things to know about the statement:
- For non-teaching positions, the Job Code and Job Title come from the Job Description the employee’s position has been mapped to in the Job Catalog (Job Description Manager).
- For non-teaching positions, if a Working Title was requested prior to the May 14 deadline and approved, it will be noted on the statement. Otherwise, the Working Title field will contain the Job Title from the Job Description. Requests received after May 14 will be reviewed in August, and if approved, updated at that time.
- There are a few non-teaching positions in which the Non-Exempt/Exempt classification review was not complete at the time the statements were produced. If the employee’s statement indicates “Under Review” in the Non-exempt/Exempt classification section, it simply means the review is still in process. You may have/may be contacted by the assigned HRBP for more information. When the review is complete, the supervisor and the employee will be notified if there is a change and the next steps that will occur.
- The base pay on the statement is the employee’s current base pay. There are no changes to employee base pay as a result of the external market review and the assigned pay range.
- All non-teaching jobs have been assigned a pay range based on independent, external market data and these statements will show the assigned pay range for each job. Teaching positions will show the market percentiles for the 25, 50 and 75. The statements are one element exhibiting the commitment by the university to develop a compensation program that is market-based, transparent and administered in a consistent manner.
- No employee will have their base pay reduced as a result of this transition, and those below the minimum of the assigned pay range will be given priority to bring them to the minimum, or close the gap to the minimum, of the assigned range when funds are available for the purpose of base pay increases.
- No employee in a position with a base pay above the assigned pay range will have their base pay reduced to bring it within the assigned pay range.
- No funding is allocated for base pay increases for fiscal year 2022.
- It is important for employees to remember that the statement only shows the base pay component of their total compensation from the university. An employee may view an individualized Total Compensation Statement by accessing myWSU and selecting “Total Compensation Statement” to see other valuable indirect compensation provided by the University.
In the coming months, Human Resources will conduct a full base pay analysis to include:
- Partnering with university leaders to gather input on each current employee’s experience and skills. This, paired with the external market information will be used to prioritize future pay increases when funding is available for that purpose.
- Developing a multi-year strategy to prioritize future base pay increases to address any gaps identified in the analysis, as funding becomes available for this purpose.
- Establishing the annual pay cycle which starts at the beginning of each calendar year and includes updating market data, conducting base pay analysis in advance of the budget cycle and making base pay increases effective at the start of each fiscal year if funding is allocated for that purpose.
Utilizing the Compensation Administration Guidelines by leaders throughout the year will aid in creating consistency in the administration of base pay decisions. These Guidelines are published at www.wichita.edu/marketbasedcompensation.
If you have any additional questions after reviewing the statements and tutorial video, please don’t hesitate to reach out to your supervisor or the HR Business Partner assigned to your area. You can also find helpful material related to the Market Based-Compensation Program located on the Human Resources website. You can also look up nd Compensation Administration Guidelines on the Market-Based Compensation Program website. Thank you for your assistance in supporting this university strategic initiative and a cornerstone of the Diversity, Equity and Inclusion workforce plan.