The Western Michigan University Staff Compensation System must:
WMU believes that it is important to consider both internal and external factors as pay decisions are made. Internally, importance should be placed on equity in relation to others in like jobs, as well as individuals' skills, knowledge, performance and job-related experience. Externally, the relevant labor market will be monitored to determine market movement, keeping in mind its effect on employees and their respective pay. The external market consists of other academic institutions and general industry employers with whom we compete for employees with relative skills and experience.
Human Resource Services will watch the job market closely. We track the market by participating in annual salary surveys and, wherever possible, obtaining salary information on "industry standard" positions, typically referred to as benchmark jobs, i.e., those jobs that are typical in higher education and other industries and are easily matched and compared to jobs at WMU. Surveys used for market pricing benchmarked positions must meet the following criteria:
Results of salary surveys give us the range of pay found in the market for jobs similar to ours. On the basis of these data, Human Resource Services will review salary levels and ranges on a periodic basis to determine whether there is a need to adjust them, and will review jobs within specific job families to determine whether we are paying "at market."