PPM Section 4 -
Direct compensation: establishing grade and pay
Human Resource Services is responsible for direct compensation for all non-bargaining employees.
Guiding principles of our compensation program
- Compensation programs must reflect and support the mission of WMU.
- Compensation must be competitive with the relevant external labor market.
- Compensation programs must be results-based.
- Compensation must equitably reflect contribution/accountability.
- Programs must be simple to administer and to understand.
- Information about compensation systems and processes must be openly communicated to all
- Compensation programs must reward expanded skill sets within the context of the job's requirements.
- Compensation programs must be flexible enough to meet the unique needs that may exist within
the University, now and in the future.
Direct compensation determination
All regular (continuing and terminal) positions are assigned a pay grade and appropriate pay
range. The grade is determined based on the job's content, not the capabilities of individual
All regular (continuing and terminal), non-bargaining staff positions must be assigned a pay
grade. This classification process does not govern research staff ("R" grade positions).
- Review of grade assignment/placement
Significant changes in the duties and responsibilities of a position may result in the
need to review the grade. An incumbent employee or supervisor who feels such changes have
occurred should contact Human Resource Services to discuss the appropriate procedure to request
A Human Resource Representative will discuss with the supervisor and the employee (if applicable)
the changes. The employee and supervisor will then be asked to complete a Job Profile Questionnaire
(JPQ) and a Position Authorization. Based on the information in the JPQ, the position will
either be benchmarked to a comparable position in market survey(s) (market priced) or the
position will be slotted based on a comparison of all aspects of the position to other comparable
positions at the University. Human Resource Services staff will notify the appropriate vice
president and immediate supervisor of the job's grade placement.
If the grade of a position increases as the result of such a review, and a subsequent increase
in pay occurs, the resulting Fund 11 increases are funded by the University for the current
fiscal year. The department completes the pay change process by completing a Staff Transaction
- Appeal procedure
The Staff Compensation System contains an appeal procedure to resolve disagreements regarding
the grade placement of positions. Information on this process is available on the SCS - grade placement appeal Web page.