- Exempt Staff Compensation Plan Procedures — as of July 1, 2016
- Exempt Position Salary Level Review Request Form (Word) — revised 2011
- Major Compensation Factors Definitions for Distinguishing Pay Differences through Position Evaluation (PDF)
What You Can Expect
- Every represented and non-represented exempt staff employee will receive a 1.8 percent salary increase effective July 1, 2016.
- Non-represented exempt employees whose salaries were below the market median for their position may receive an increase to move them closer to the median depending on how far behind each position is from the median. The specific amounts will vary depending on the specific position. These increases will be effective July 1, 2016.
- The College will engage in discussions with the Student Support Services Staff Union regarding compensation for represented members of their bargaining unit.
- No exempt staff employee will experience a reduction in salary as a result of this compensation study, even if they are currently compensated above the market median for their position.
- Human Resource Services will provide non-represented exempt employees with detailed information by July 8, including the size of increase you will receive and the median salary for your position as determined from relevant salary surveys. Detailed information for represented exempt employees will follow discussion with the Union.
- After you have received this information from Human Resource Services and have read the Exempt Compensation FAQ (PDF), you may have questions or concerns about the salary survey used for your position. If so, please contact the head of your division (i.e., a Vice President, the Chief Communications Officer, or President’s Chief of Staff).
Philosophy and Values
In order to fulfill its mission, The Evergreen State College will maintain an exempt staff compensation program directed toward attracting and retaining a qualified and diverse workforce within the boundaries of financial feasibility. Exempt employee compensation, including benefits, will be competitive and internally equitable, and reflect the following values and intentions:
- Average salaries will be targeted at the median salary level of employees in comparable positions in appropriately selected labor markets.
- Average salaries may exceed the median of the particular labor market in order to respond to exceptional recruitment and retention needs.
- Within the parameters of discipline and function, employees will be paid similarly for similar work.
- Managers and employees will have access to job descriptions, pay guidelines and salary ranges.
- Compensation will be flexible in order to support a diverse organization to accommodate differences and changes in job requirements, job market and economy.
- Salaries for new employees will be established at levels that recognize the individual’s skills and experience while considering the salary levels of current employees within the same job title.
- The College will review the exempt compensation plan on a periodic basis. The information drawn from these reviews will support the College’s efforts to obtain appropriate salary funding from the state legislature.
- As funding permits, salary increases shall focus on maintaining market alignment and supporting internal equity.