Initiated in late 2019, the Mercer study’s goal was two-fold:
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Provide the university leadership with the overall competitive pay positioning of Staff and A&P employees to those talent markets from which the university recruits
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Serve as the basis for developing and implementing new market-competitive pay structures and pay ranges reflecting those talent markets
Competitive pay structures are critically important in supporting well-informed employee pay decisions. This will be the first time since 2007 that the university has conducted such as study and developed new pay ranges.
Employee Groups Included in the Study
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University Staff – full-time and part-time
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Administrative and Professional Staff – full-time and part-time
Employee Groups Not Included in the Study
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Student Workers
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Graduate Assistants
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Post-Doctoral
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Contracted Athletic Staff Members
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Temporary Employees
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Continuing Education Instructors (UStaff)
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Clinical Associates (UStaff)
Competitive Levels
The Mercer Study provided Auburn with the overall “market competitive level” for Staff and A&P pay. We now have data and information that show how competitive we are within the markets from which we recruit talent. As a result, we identified several hundred jobs that have “market gaps” -- where our pay should be more competitive. The good news for Auburn is that just over 60% of our US and AP pay levels are currently at or above market competitive levels. The challenging news is that the remainder are currently, to a greater or lesser extent, below market competitive levels.
Additional information on what we are doing to address these market gaps is available on the Market Gaps and Adjustments page.
