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This page will provide an overview of the work we are doing and what we have already accomplished. Check back for updates.

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Project Outcomes

This project has helped drive future compensation program decisions focused on helping Georgia Tech retain, attract, and appropriately compensate the best and brightest faculty and staff. Below are compensation review program outcomes.

Market Equity Study

Georgia Tech jobs were matched to industry benchmark jobs based on responsibilities noted in the Georgia Tech job descriptions. The initial equity increase budget was allocated to staff identified as low compared to similar jobs outside of Tech and to staff with salaries below the quartile aligned to their years and competency in role. Newly hired and newly promoted employees were excluded from consideration.

As a result of the study, the first phase of salary increases for staff occurred in December 2021. Additional adjustments for staff and faculty will be made on an annual basis, dependent on available department budget funding. 

Georgia Tech's current minimum wage for non-temporary employees to $15.38 per hour.

Compensation Strategy, Administration, and Governance

A review was conducted of the Georgia Tech compensation philosophy and compensation policies. From this review, we are proposing new guidelines focused on more timely reviews, and the processes used to assess and address those in similar jobs at Georgia Tech. These guidelines and processes will help us meet our goal of maintain a compensation program that contributes to an exceptional and equitable work environment for all employees.

Job Structures & Pay Ranges

Select components of the Georgia Tech Job Classification and Compensation System (JCCS) were reviewed to determine where changes may be needed. Click here to view the latest changes.  

Staff pay ranges were designed to allow flexibility in providing pay, while maintaining equity within the Institute and a salary competitive with the relevant job markets. Salary grades were designed to facilitate pay adjustments based on years in role, experience and skills, preferred certifications and degrees, and competencies.

Unit HR Representatives will be provided with an employee staff census indicating recommended target placement in market based on years in current role. Individual job performance and job knowledge, as well as the Institute’s financial position, determine the employee’s position in the quartile. In accordance with Georgia Tech and USG policy, employees must be paid at the minimum of the pay grade range, not the minimum of the target quartile.

Future Phases | Market & Equity Studies

Moving forward, the Compensation Team will collaborate with unit leaders and their HR Representatives to conduct future internal equity and external studies. These studies will focus more on all employees within the same job or job family instead of individual assessments. As many of these jobs within the job families are shared institution-wide collaboration will be required amongst leaders to define scope, complexity and maintain internal equity amongst those similarly situated.

Unit leaders should engage their HR Representative, should they require equity reviews of jobs within a job family. Individual equity reviews because of hire, promotion, or reclassification will continue case-by-case. These market and internal equity reviews will be conducted on a quarterly basis.

Pay adjustments will be processed by Manager or Practitioner workflow in OneUSG Connect and should be in effect at the beginning of a pay period based on the pay frequency of each employee. Pay adjustments should not be retroactive and should be effective at the beginning of a pay period. The Georgia Tech payroll calendar can be found at for reference.

Requests for Equity Increases Above 9.9% Resume

The Institute is still required to comply with the University System of Georgia Human Resources Administrative Practice Manual related to the Salary Increase Administrative Process for cumulative increases within a fiscal year.

Timing & Processing of Pay Adjustments

The number of adjustments in your unit will determine the best processing method. Units with a large number of adjustments should engage their HR Representative and Compensation Consultant to enable transactional loading, which will require planned resources and fixed periods to enable payment

However, units with a small number of adjustments can use the Manager/Practitioner workflow within the OneUSG Connect to complete these transactions.

Pay adjustments should not be retroactive and should be effective at the beginning of the next on-cycle pay period. Refer to the Georgia Tech payroll calendar for appropriate dates.

Retention Process Reminder

The Retention Pool and process is a separate program from the Internal Equity and Market Studies. The retention pool is the mechanism used to retain existing employees who have received an external job offer by making them a counter-offer. The external offer should be for the same job the employee is currently performing at Georgia Tech. If you need assistance with a counter-offer engage your HR Representative.


Ongoing and Upcoming Activities

  • Benchmarking faculty salaries and developing market equity adjustment recommendations
  • Recommending updates to Georgia Tech job titles, levels and similar
  • Pay Structure updates
  • New Pay Structures, Job Families, Career Pathing