Guidelines to Review
Compensation and Classification Study Appeals
Appeal Process Overview
- Scope of Appeal:
The appeal may only challenge the assigned range (e.g., Range 104 vs. Range 105), not whether the employee’s pay should be increased or their duties revised. An employee may not appeal the methodology utilized by the Gallagher Compensation Study. - Basis for Appeal:
Appeals must be supported by job documentation (e.g., position descriptions, scope of responsibilities, required qualifications) that indicate the range does not accurately reflect the work being performed. - Timeliness:
Appeals must be submitted within the established appeal window. Late submissions will not be accepted.
Reviewer Responsibilities
- Understand the Process:
- Review the FAQs Human Resources has published.
- Review the Grades and Positions on the Compensation website.
- Communicate Clearly:
- Meet with your employee to review the outcome.
- Be transparent about what can and cannot be appealed.
- Refer to HR’s communication materials to ensure consistency.
- Support Fact-Based Review:
- If the employee wishes to appeal, review the appeal request for factual accuracy and job content.
- Avoid speculative or subjective language (e.g., “They work really hard” or “They’ve been here a long time”).
- Refer When Appropriate:
- If you are unsure whether an appeal is appropriate, consult with Human Resources for guidance.
Additional Notes
- The compensation study conducted by Gallagher used consistent, objective criteria to determine placement across the institution.
- Appeals will be reviewed by the appropriate internal body, and decisions are final.
For questions about the classification system or appeal process, contact Human Resources at hr@ewu.edu.
