Compensation FAQs

To determine the appropriate classification (hourly/non-exempt, salaried/Exempt) and compensation for staff position based on a review of the job description and analysis of internal and external benchmarks.

 

For a new position to be classified/reclassified, the first step is to complete a job description. (Click here for current job description template).

Pursue the necessary signed approvals up through the Division Head, for the job description. Attach a memo, if needed, explaining the need for new position or a position to be reclassified, sources of funding for the position and any other relevant information. If the request if for reclassifying an existing position, the updated job description must demonstrate a substantive change in the duties and responsibilities assigned to a position.

If approved, the Division Head/Vice President will then forward approved JAQ to Human Resources to review and recommend appropriate action.

• Human Resources sends memo to appropriate Division Head for approval.  If approved the memo is forwarded to Budget Office for an authorized representative to process, sign and date.
• The Budget Office will send a copy of approved memo to the Division Head and the original to Human Resources.
• If a grant funded position, approved classification/reclassification memo is to the Comptroller’s Office.
• A Comptroller’s Office authorized representative will process, sign and date and return the approved memo to HR.

Once the approvals are complete, the Budget/Administrative Officer of the concerned division will notify the individual supervisor of the approval, so that steps can be taken to implement the approved action. If new position, vacancy management request needs to be initiated. Please click Vacancy Management Process for further information. 

 

Classification decisions are based on the primary functions/duties as described in the job description. There are other factors that weigh on it, including the level of knowledge, independence, decision making responsibilities, consequence of errors, and problem-solving requirements etc. Human Resources works with departments in conducting job analysis, review, gathering additional position and organizational information as needed, conducting internal and external comparative analysis and makes classification recommendations for approval.

 

Each staff position has a pay grade assigned to it in our classification system.  If you are unsure of the pay grade for a position, please contact Josie Kondaveeti in Human Resources. Also, NKU’s pay grade ranges chart is available for your reference (Pay Grade Range Chart). Establishing a competitive and appropriate salary offer to a new hire is based on the selected candidate’s competencies and the prevailing guidelines. As a general guideline, a salary of closer to the minimum of the range is to be considered for less experienced candidates who meet the minimum requirements of the position, while a salary closer to 95% of the mid-point is recommended for candidates fully qualified to perform all duties and responsibilities of the position, and possess requisite skills and capabilities beyond the minimum required. There are other factors such as internal equity, general market conditions etc. that influence this decision. So, it is best to call HR for guidance. 

If you are a staff member, you can request a copy of your job description from your supervisor. If you are a supervisor, you can request copies of job descriptions/JAQs for staff that report to you by contacting Tiffany Boone ([email protected]) in Human Resources. Job descriptions cannot be shared with someone, unless the request is for your own position or the job has a reporting relationship to the requester.

 

Job descriptions are required to be created and updated when a new position classification is requested or when an existing position’s reclassification is sought. It is also recommended to review job descriptions for any changes when a position becomes vacant.  In general, however, a job description should be reviewed annually when the performance evaluation is completed. If changes are needed, an updated version should be submitted to Human Resources with all the required signatures. If a job has changed significantly, an updated job description should be submitted regardless of whether it involves a request to review for proper classification.