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Why are we doing this?

  • OHIO can only fulfill its mission through people who are dedicated, hardworking and continually learning and growing. Compensation, classification and performance management are the human resources processes that are directly aimed at helping employees achieve their career potential at OHIO.   

    The University is continually evolving, and it is necessary, from time to time, to ensure that these processes are sound, well-documented, and understood by employees and their managers.

Will I get a pay raise?

  • That mainly depends on available funding. But when there is funding for salary increases, your opportunity for a raise will be dependent on the job you do, and how you perform your job. This project initiative will not necessarily result in raises for employees.

Why change the compensation system?

  • The University’s compensation structures for Administrative/Professional and Classified employees have not been updated in several years. The Compensation 2014 Project is being implemented to develop a market-based compensation structure that reflects both the external and internal value of University jobs.

Who is impacted by the new compensation system?

  • The project, which covers approximately 1800 employees, will impact our current administrative/professional and classified employee pay plans.  It does not impact faculty, employees covered by collective bargaining agreements, or Post Doc Researchers and Limited Term Researchers pay. 

Will all positions that were at a certain level under the old compensation system be at the same grade in the new system?

  • Not necessarily. Positions will be assigned to grades in the new system based on market data. As part of the project, Ohio University will obtain the market data from surveys of comparable positions among our peer higher education institutions. We will also look at market surveys of positions in general industry where appropriate. Some positions that are at the same level in the old compensation system will be in different grades in the new system. Importantly, no one’s pay will be reduced as a result of their position being placed in the new compensation system.

Will any jobs been reclassified from non-exempt to exempt or vice versa as part of this process?

  • An FLSA review will be conducted as part of the project.As a result it is possible that a position's FLSA exempt/non-exempt status may change.It is important that the University be in compliance with the Fair Labor Standards Act (FLSA).

What is an FLSA classification, and how is it determined?

  • The Fair Labor Standards Act (FLSA) is a federal law that requires employers to pay covered non-exempt employees at least the federal minimal wage and overtime pay for all hours worked over 40 in a workweek. For a position to be exempt from the FLSA, the employer must demonstrate that it falls within one of the specific exemptions. Decisions on whether a position is exempt from the FLSA are not reflective of the employee’s value to the University, but rather are based on the nature of the job duties performed.

Is there a difference in pay opportunity if you are exempt versus non-exempt?

  • Non-exempt employees must document their time and are paid overtime for hours worked beyond 40 in a week.

Will my title change?

  • One goal of the new system is to align job titles with both the market and higher education institutions of our size and type. We also want to provide consistency in titling across the institution. This will more clearly outline career paths and help Ohio University recruit needed talent to advance its mission.

Will any salaries decrease as a result of this implementation?

  • The new Compensation System will not result in a reduction of pay for any employee, but it is possible that future base pay growth will be limited if an employee is already very highly paid for the work performed.

Will this impact my pension plan?

  •  No. The new compensation structure will not change the retirement plan under which an employee is currently covered.

How will the structure be maintained in future years? How often will a comprehensive market review be completed?

  • UHR will review the structure annually based upon market trends, and the financial circumstances of the University. Comprehensive market reviews should generally occur every 5 years, or as needed based upon changes in the marketplace.

Job Questionnaire

What is a job questionnaire?

  • A job questionnaire is simply a series of questions about the work you do. Those who have access to the internet at work through their computer will have the opportunity to complete the questionnaire online. Others will be sent a paper questionnaire to fill out.


    After you complete your questionnaire, you will give it to your manager for review. Your manager will send it to Human Resources for review. All questionnaires will be used in developing new job descriptions. We expect to create approximately 800 job descriptions to cover all 3,500 covered OHIO employees.

What is the purpose of the questionnaire?

  • The questionnaire is designed to gather accurate information about jobs. It asks for information on the job responsibilities, the minimum education and experience requirements of your job, or other knowledge or skills needed. It also seeks information regarding certain other aspects of your job, to help us understand your job’s complexity, responsibility for decision-making, working conditions, etc. It is not an assessment of your qualifications or performance, but of the job itself.

Why do I have to complete it?

  • Decisions about compensation and performance assessment must be made in light of job duties. Without this information, the University cannot develop a sound and equitable compensation system.

Market Pricing

What does market and market pricing mean?

  • Market pricing is the process of reviewing published survey data to determine the competitive salary rate paid for similar benchmark jobs at other organizations. Market refers to an external group of employers and organizations used to determine competitive salary data.

What types of markets were used?

  • Ohio University will define our market as part of the Compensation 2014 Project.  The plan will be to utilize both general industry and higher education markets to determine competitive salaries. In some instances, only higher education data may be used. In other instances, only general industry may be used. In many cases hybrid data (both general industry and higher education) will be utilized. The Office Institutional Equity, in consultation with the Compensation Project Team and Sr. Leadership, will assist in designing our peer group.

Will the market analysis include benefits competitiveness?

  • Thefocus of the project will be compensation competitiveness, rather than benefits competitiveness.