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HUMAN RESOURCES

Market Study FAQs 

We hope these questions and answers are helpful in keeping you informed about the Classification/Market Study.  We will continue to add to this list as we progress through the study. 

What is the purpose of this study?
How long will the study take?
What does WSU hope to accomplish?
What are the study objectives?
Why are we doing this now?
Will I get a pay raise?
Will my pay decrease?
Will my job title change?
Will I be involved in the study?
What was the purpose of the job analysis questionnaire (JAQ)?
Which positions are included in this study?
What is a job family?
What is meant by "compensation"?
What are the checks and balances along the way to ensure the duties and responsibilities are correctly captured?
Can we update our JAQ once it's been submitted?
Will CBIZ recommendations be shared with staff?
What areas will be studied to determine the appropriate market for our positions?
Will USS jobs become UP jobs as a result of this study?
Where do I go if I have questions about this study?

 

What is the purpose of this study?
The purpose of this study is to review and redesign the current employee classification and compensation system, including the development of career families/paths.

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How long will the study take?
The initial phase of the study will be completed early this summer. The timing for remaining processes depend upon the number of changes we make to the classification/market plan submitted to us by CBIZ.

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What does WSU hope to accomplish?
We would like to create a classification and compensation system that is equitable, workable, and represents best practices. We would also like a system that is easy to maintain and can be understood by all parties. Finally, we want a classification and compensation plan that is compatible with the history and culture of WSU.

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What are the study objectives?
Classification:

  • Develop a position classification and title structure that includes position families and career paths.
  • Develop job titles, summaries and descriptions that identify key roles, responsibilities, and duties.
  • Develop a competencies framework that is standardized by position.

Market:

  • Establishment of an overall compensation philosophy and strategy for non-faculty staff.
  • Review and development of pay grade assignments/salary bands standardized by position, informed by internal equity and market analysis (local, regional, and/or national based on position).

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Why are we doing this now?
As WSU continues to evolve, it is necessary to ensure that our processes support the goals of the University. When we reviewed our current classification and compensation program, we recognized a need to examine this system further to ensure that it properly aligned with our University's objectives. While the majority of WSU employees are properly classified, there are employees with the same job title who are doing different work, or who are doing the same work but have different titles. These are the types of situations that indicated it was time for a thorough review. In addition, there is a growing talent shortage in the United States labor market. It is important to ensure that our salary ranges are competitive, and that WSU maintains its ability to attract and retain needed talent.

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Will I get a pay raise?
This project will not necessarily result in a raise for employees. As the project reaches completion, we will have better structures, information, and tools to help the University, Human Resources, and managers make pay decisions, but the project itself will not necessarily result in raises.

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Will my pay decrease?
No one will have their salary reduced as a result of this study.

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Will my job title change?
As a result of the Classification & Market Study, the number of job titles the University utilizes may be reduced or in some situations new job titles may be created to better reflect the position duties. Job titles will be more clearly defined to reflect the actual work being performed and to more easily see the various career paths that exist within the University. Once job titles and job descriptions have been defined, we will ensure every employee is placed into the proper job title.

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Will I be involved in the study?
Yes. To ensure success, we will ask all University Support Staff and Unclassified Professional employees to complete a job analysis questionnaire (JAQ). The project team will use the information received from employees to identify required job families and job titles, and then place employees accordingly.

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What is the purpose of the job analysis questionnaire (JAQ)?
The questionnaire is designed to gather accurate information about jobs during the early stages of the market study. It asks for information on job responsibilities and education, as well as experience and skills required for your job. It also solicits 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 qualifications or performance, but of the job itself. 

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Which positions are included in this study?
The study will focus on University Support Staff and Unclassified Professional Staff only. Faculty, academic staff (lecturers, etc.) and student employees will not be included. 

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What is a job family?
Job families are grouping of similar type jobs. Examples include financial, administrative support, information technology, etc. There are often multiple job levels within each job family, e.g. Accountant, Accountant Senior. 

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What is meant by "compensation"?
Compensation refers to the monetary rewards earned by employees.  Typically, the term refers to salaries and wages. Compensation is only one element of the “total compensation” package employees receive at WSU. Compensation, as used here, does not include health benefits, retirement benefits, vacation, and/or tuition benefits. 

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What are the checks and balances along the way to ensure the duties and responsibilities are correctly captured?
We will seek information from the employee via the job analysis questionnaire (JAQ) concerning their job duties. The supervisor or manager will then review the information provided. Some departments will have deeper levels of review to ensure consistency across the department. CBIZ Human Capital Services, through the review process, will also compare the JAQ to the current position description, looking for major differences between current job title and duties. When this happens, Human Resources will work with the department to resolve the differences. 

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Can we update our JAQ once it's been submitted?
Unfortunately, once you submit the JAQ, we do not have the ability to allow employees to amend the information.

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Will CBIZ recommendations be shared with staff?
Yes, we will share information about their recommendations on the market study website.

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What areas will be studied to determine the appropriate market for our positions?
CBIZ will be looking at industry type, geography, and size of organization by job to determine the appropriate market. The relevant market may vary from job to job since some positions are recruited for within a 60 mile radius, while others are recruited for nationally.

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Will USS jobs become UP jobs as a result of this study?
CBIZ will be recommending job titles with associated salary ranges. CBIZ will not make recommendations as to whether a position is university support staff (USS) or unclassified professional (UP). As university administration reviews CBIZ recommendations regarding titles, they will make determinations as to whether the position is more appropriately classified as USS or UP. There may be some changes, but this is not a specific goal of the study.

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Where do I go if I have questions about the Classification & Market Study?

>>Submit questions to the Classification & Market Study Project team.

Or Contact Human Resources in Person:

marketstudy@wichita.edu 
316-978-3065
1845 Fairmount St., Campus Box 15
Human Resources Center
Wichita State University
Wichita KS  67260-0015

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Reviewed: 04/02/15 SH