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"Today, we proposed a bold multi-phase compensation initiative to the Board of Trustees. We received preliminary approval from the Board to invest $32 million for fiscal year 2023 in our most important resource – our people. Our trustees know that Auburn employees invest so much into our students and campus and they want to recognize the impact and commitment of our excellent employees by investing in them. If formally approved, this would be the largest compensation investment in the history of Auburn University." -Dr. Chris Roberts, Auburn President, June 17, 2022
Several years ago, Auburn University’s senior leadership committed to implement several compensation initiatives to enhance competitive pay for Staff and Administrative & Professional (A&P) employees. In 2019, Auburn partnered with Mercer, an internationally respected consulting firm, to execute a competitive compensation study of Staff and A&P jobs on campus.
Since then we have accomplished the following:
Analyzed the university’s competitive market position
Nationally, the challenges of recruiting and retaining a quality workforce continue to increase. While Auburn is considered an employer of choice in this region, we are not immune to these challenges.
National surveys indicate that pay is the No. 1 reason for employees leaving jobs. Labor shortages and cost increases along with historic consumer price increases are also impacting the workforce. At Auburn, we have experienced competitive market gaps among some positions. Colleges and divisions are also reporting increased employee turnover, pay-offer “turn-downs” and counter-offers, along with smaller applicant pools.
We now have data and information that show how competitive our pay levels are within the markets from which we recruit talent. This information shows that while many jobs on campus are currently competitive with, or even exceed, the average median market, there are market gaps for other jobs.
The steps mentioned on this website are needed to ensure that we are able to recruit and retain top talent. Updates to this website will be made as warranted.
Five-Point Initiative
Market Adjustments
Mercer Study
Job Families
All Staff and A&P jobs will be assigned to the newly created pay ranges.
While all Staff and A&P designated employees’ jobs were subject to the study, there are many employees in jobs that may warrant market adjustments. However, other employees are already being paid competitively when compared to market, and therefore are less likely to receive a market adjustment. Faculty, TES and student jobs were not subject to the study or the results.
At this time, when there continues to be turnover, promotions, and the potential for merit increases, it is hard to project an exact number.
If approved by the BOT, additional information will be forthcoming on who would receive an adjustment.
It is important to note that we segmented the market gaps into groups of “market gap priority". Based upon the market gap priority groups, many employees are in jobs that warrant market adjustments. Other employees are currently being paid competitively or better, so these employees are less likely to receive a market adjustment.
It is important to note that we segmented the market gaps into groups of “market gap priority". Based upon the market gap priority groups, many employees are in jobs that warrant market adjustments. However, other employees are already being paid competitively when compared to market; employees in these jobs are less likely to receive a market adjustment.
If approved by the BOT, market-driven adjustments will be determined for employees who most warrant an adjustment reflecting their designated market gap priority group.
Ensuring that employees’ salaries are progressing toward or at competitive market levels, individual market adjustments will be determined using a leadership-approved methodology identifying those employees most warranting a competitive market adjustment based on the following factors:
The Market Gap Priority Group to which the employee’s job’s is assigned
Size of employee’s individual gap to competitive range
This methodology for determining the market adjustments has been approved by senior leadership. No management discretion is permitted at the individual employee level.
Senior leadership and Auburn University Human Resources (Compensation and Classification) are working to complete an implementation plan. Additional information will be shared on this website, via email and in AU News.
Business & Finance is continuing to work with Human Resources to study the financial impact of both the merit pay opportunity for FY23 and Mercer market study implementation. All available resources are to be considered in funding compensation changes for the upcoming fiscal year. Budget and Planning Services will work closely with any unit to help identify sources to fund compensation increases. Units should contact their analyst in Budget & Planning Services to discuss various options.
By late August, colleges/divisions will receive a list of all eligible employees and any adjustments that would take effect on Oct. 1, 2022 – pending BOT approval. Adjustments could include one or more of the following:
FY2023 Merit Increase
FY2023 Job Family Promotion
FY2023 Market Adjustment
Notification templates will be provided to colleges/divisions.
When, and if, the BOT has approved the FY2023 budget at the Sept. 16 meeting, a statement will be released (usually by early afternoon) to Division Head staff; shortly thereafter, employee notification memos may be distributed by divisional management.
Most likely it is due to your current pay is at a competitive market level or better.
At this time, when there continues to be many factors occurring that will impact the outcome, such as turnover, promotions, and the potential for merit increases, it is hard to say. If approved the targeted FY2023 Market Adjustments would ensure that our current and new employees’ pay levels are progressing toward or at market competitive levels.
No. No employees will lose their jobs as a result of this project.
Generally speaking, most job titles, responsibilities, and duties will not change as result of this project.
However, many titles and job descriptions for jobs in the Information Technology job family will. The Specialist, Information Technology I-VI job title series was too generic in nature and caused benchmark matching to appropriate IT market information to be difficult at best. Various IT leaders from across campus came together to work on these job titles. Those titles and job descriptions were reviewed by IT committees, HR Compensation and Mercer and we now have a finalized list of job titles much more reflective of the primary work being performed by Auburn’s IT staff. Functional titles for application developers, endpoint support analysts, telecom support, network engineer, systems engineer, business analyst, and technical support were just a few of the titles developed to align with the IT market. If your job is in the Information Technology job family, more information will be forthcoming if your job title and description will change.
No. This project will not result in employees having to reapply for their jobs.
No, no employee salaries will be reduced as a result of the study.
No. If a “merit eligible” employee receives a BOT-approved FY23 market adjustment, it will not affect the employee’s eligibility for the FY23 merit increase opportunity.
Please see the Merit Increase and Promotional Increase Guidelines on the AU Human Resources website for additional information.
