Frequently Asked Questions
If you disagree with this decision, you may submit an appeal. Your appeal must be in writing and received by your supervisor and copied to Human Resources within ten (10) days from the date of the Notification of Placement letter. Appeal Process
Nineteen organizations were identified as comparable peer organizations. That data was utilized to make market comparisons for like jobs at EWU. Job responsibilities, reporting structures, and the complexity of tasks were analyzed to confirm the alignment of positions with the classification structure. Ranges are based on market data, internal equity, and job value to the organization.
Eastern Washington University has contracted with Gallagher to conduct a Classification & Compensation study to determine the appropriate pay levels for different exempt jobs within Eastern Washington University. Our goal is to ensure that pay is competitive and fairly structured. Based on the study outcomes, Eastern Washington University will adopt an updated compensation system that is easy to administer, fair, and transparent for all exempt positions.
The salary structure and grades assigned to position profiles were based on knowledge and skills, scope of responsibilities and impact. Funding sources are not considered in the determination of the appropriate salary range assigned to a position.
An assessment will be performed every four to five years of the overall salary structure as well as salary grades by collecting and analyzing market data for comparable jobs within respective markets.
The University aspires to pay all employees within the range associated with their job’s salary grade so that no one is paid below the minimum or above the maximum. However, no individual’s salary will be reduced if they are currently paid above the assigned salary range for their position.
EWU administers compensation policies and programs that provide pay that is both externally competitive and internally equitable. Being “market competitive” means that we do not want to pay significantly less than our competitors (lag the market). We want to pay a competitive rate that will allow EWU to successfully attract and retain talented staff.
Typically, salary is determined by factors including title, skill set, seniority level, and level of responsibility. There is a salary range for each position, and we offer candidates the salary that most closely matches the job role, as well as their specific education and experience or any other relevant qualifications.
It’s important to emphasize that direct comparisons between employees are not always accurate; even if they are in the same position, they may join the university with different backgrounds and perform at different levels.
Position descriptions are assessed by Human Resources and a grade is assigned. New employees are typically hired at a salary rate between minimum to midpoint of the position’s assigned grade range, and assigning salary based on the applicant’s qualifications and experience utilizing the salary determination tool.
The new salary structure will be implemented effective September 1, 2025.
The target, contingent on other dependencies, is to complete the final phase by July 1, 2025.
Eastern Washington University and Gallagher will work together to select comparable organizations (i.e., industry, non-profit, and for-profit organizations, etc.) based on geographic location, size related population, employees, budget, and presence of comparable positions. Eastern Washington University and Gallagher will also consider other employers that Eastern Washington University competes with for employees.
The salary structure, ranges, and progression for bargaining unit position recommendations will need to go through negotiations.
The goal is to implement an updated compensation structure for exempt staff by July 1, 2025.
Eastern Washington University has no plans to reduce current pay rates and Gallagher does not recommend this practice.
Gallagher will make recommendations on pay considering individual experience and other factors. However, Eastern Washington University will make the final decision based on the available budget.
Prior experience is considered in compensation decisions. Functions associated with a position are considered in compensation decisions.
Typically, when conducting a comp and class study, Gallager will be able to identify benchmark positions for approximately 70% of the positions. Benchmark positions are those that have direct market comparable positions. The remaining non-benchmark positions often require highly-specialized skills or experience resulting in few similar jobs being available for comparison. Gallagher will engage in a systematic approach of slotting the non-benchmark positions into the structure by comparing the nature and value of the duties to the nature and value of duties for positions for which they have market data. Gallagher will account for internal equity and job worth.
While this is not a race/gender pay equity study, one goal is to review the work being performed and assess whether it’s fair and equitable internally and externally. The process ensures we stay neutral with incumbents’ demographics.
The current scope of the study does not focus on staffing, diversity, or employee satisfaction.
The current study is designed to implement standardization across Eastern Washington University and in the exempt employee job structures. The previous study provided an analysis of the current structure, but detailed improvement plans were not implemented. We are approaching this study from a fresh perspective.
Yes, Gallagher will recommend consistency in titles and jobs descriptions to the degree that it makes sense. Gallagher will review job descriptions, discuss job duties with leadership, and understand the functions of each department before making recommendations for changes.
Gallagher will come onsite as required. As part of the study, Gallagher will schedule virtual meetings with leadership and employee groups as requested to talk through the work being performed in the jobs and gain a better understanding of the job responsibilities and complexities.
Ensure all job descriptions reflect the work being performed appropriately and focus on the business needs instead of the qualifications of the incumbents.
The target, contingent on other dependencies, is to complete the final phase by July 1, 2025.
