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Compensation

In This Guide

Staff Compensation

Staff Compensation Philosophy

The staff compensation philosophy is simple: compensate positions based on job content and pay competitively within the market, for the performance, skills, knowledge and experience of the individual.

Additionally, staff compensation has been designed to meet the following objectives:

  • Establish and maintain levels of compensation for positions based on their internal worth and external competitiveness within relevant markets that are reflected in our recruiting practices
  • Reward employees for their individual effectiveness and advancement of Baylor’s mission
  • Offer competitive pay as a component of a competitive total compensation package
  • Administer the University’s staff compensation philosophy in a manner that is consistent with judicious stewardship

Types of Staff Pay Changes
  • Merit – Annually, the University analyzes financial data and the University’s compensation objectives, and if appropriate, approves a merit budget. Merit adjustments are recommended by managers following annual staff performance appraisals.
  • Degree – If a staff member obtains a degree beyond what is minimally required by the job description of their role, and University funds are available, the following maximum adjustments may be made:

      Education Obtained by Staff Member High School Education Required Associate Degree Required Bachelor's Degree Required Master's Degree Required Doctoral Degree Required
      High School Education -- -- -- -- --
      Associate's 5% or -- -- -- --
      Bachelor's 5% 5% -- -- --
      Master's -- -- 5% -- --
      Doctoral -- -- -- 5% --
  • Certification – A professional certification that is obtained after prolonged, and/or significant study may qualify for an adjustment of 3%. A certification that simply recognizes the completion of a program (i.e., during a three-day workshop) or certifies a level of job knowledge does not qualify for an adjustment. Applicable certifications typically require continuing education to maintain the certification. The department, in consultation with HR, will determine the applicability of education or certification.
  • Supplemental Pay – In situations where a staff member is performing duties that are clearly differentiated from their normal duties, the department, in consultation with HR, will determine the amount and duration of supplemental pay. Supplemental pay may also be appropriate for staff members assuming an Interim role.
  • Change in Essential Functions – Jobs are assigned to pay bands based on internal and external benchmarking driven by the essential functions of the job. When evaluating compensation for a requested market adjustment or promotion, the following factors are considered:
    • Degree of increase in responsibilities
    • Level of performance compared to expectations
    • Current pay level relative to the new pay band
    • Pay compared to peers within the new pay band with similar skills, knowledge and competencies
    • Importance, and possibly scarcity, of the role and the staff member’s skills to the University
    • Depth and breadth of the staff member’s skills
    • Department reorganization and job restructuring
    • Addition of full-time staff reporting to the job
    • Addition of new area(s) of responsibility
    • Change in level of authority
    • Faculty Compensation Plan

      Faculty Pay Option

      Resources

    • Job Descriptions Database: Accurate and up-to-date job descriptions help outside candidates, existing staff members, managers and Baylor University administration understand the roles and responsibilities of each staff position
    • Human Resource Consultants: Each HRC is committed to working with specific departments/divisions across the University