The following are answers to frequently asked questions related to the Classification and Compensation Update Project.
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Who was impacted by the changes to our classification and compensation system?
All employees in regular staff positions across the university were moved to the new classification and compensation system. Students and temporary employees were not included. Given the standardization of their job roles, faculty saw little procedural changes except for targeted increases to faculty salaries.
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Did working titles change as we implemented the new compensation plan?
Only classification titles changed. Working titles remained the same.
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What is the difference between the working title and the classification title?
The working title is more descriptive of the function or responsibilities of an individual role and should be easily understood by internal and external constituencies. Working titles are typically used in emails, business cards, and directories. An example might be “Social Media Coordinator.”
The classification title corresponds to the position classification within the job families and is recorded in the Human Resources system. An example might be “Communications and Marketing Professional 1.” Working titles did not change as we moved to new classification titles.
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Did employees receive information on their new job family classifications? How?
Yes. Each employee was notified of their new classification title on March 14, 2025, via an email from Human Resources.
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What if I believe my position was classified incorrectly?
Employees who believed their position was classified incorrectly were directed to reach out to their supervisor as soon as possible so that an additional review by Human Resources could be requested. The deadline for requesting an additional review was March 28, 2025.
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Were there pay increases associated with the classification and compensation project?
ETSU is undertaking ongoing work to ensure that all faculty and staff are paid at market range, but this will take time. Beginning in the spring of 2025, ETSU began making targeted, strategic salary enhancements to begin bringing employees’ salaries closer to peers.’
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Have adjunct faculty, temporary employees, and student workers been included in this process?
No. Our first priority has been to address market gaps and the class and compensation structure for regular faculty members and employees.
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I am a regular faculty member and I perform administrative functions. Am I considered faculty or staff?
Anyone at the Dean or Vice-Provost level and above is considered an administrator and falls into the staff category. Anyone below the Dean level (assistant deans, associate deans, etc.) is considered faculty for the college in which they teach.
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How has ETSU determined who will receive raises as part of this effort?
See the Salary Enhancements page for more information.
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Will new hires come in at a higher rate of pay than current ETSU employees?
New employees hired in the same positions as existing ETSU employees generally will not come in at a rate of pay higher than existing employees. In rare circumstances, a new hire may be paid more in the same position, if the new hire possesses extraordinary skills and experience above that of the existing employees in that position.
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What does it mean that this compensation project is “budget neutral?”
When we say this project is “budget neutral” it means we are making these changes without having any new resources to implement pay increases. Funds for any enhancements made to salaries, therefore, will have to come from institutional efficiencies such as vacancy management or other cost-savings.
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Are grant-funded positions included?
Depending on funding regulations and availability, employees whose positions are grant funded could be excluded from some increases or they may not be eligible for retroactive pay. These employees should speak with their supervisor or the grant’s PI for more information, as processes will vary by program.
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What happens when a person reaches the maximum of their market range?
When a person reaches the maximum of their market range in a compensation structure, it typically means that their pay has hit the highest level for their current role based on the market data. If there are no changes made to the position, the salary will remain at its current level until the market adjusts for that role. Any potential increases would depend on future market shifts or changes to the position itself. The exception would be for “across-the-board” or “cost-of-living” increases, which, when available, will be applied for everyone.
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When were the market ranges published?
Market ranges for each position classification were first published in May 2025.
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Will market ranges be evaluated regularly? What happens if there are changes in the market or economy?
Yes. Human Resources will periodically review market ranges to ensure they are aligned with the latest market data. However, adjustments to market ranges will not automatically result in changes to an employee’s salary.
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Will anyone’s salary be reduced as a result of this process in response to future market changes?
No. Existing employees will not see any reduction in their salaries, even if they are being paid above their market range.