How were positions without market salary data assigned to a salary level?
The positions were assigned to a salary level using the “compensable factors” for the position (see below). This is a straightforward job evaluation method based on the college’s position evaluation factors. The evaluator uses the market pricing and the college-defined compensable factors as a way to compare the “whole job” to others within the organization and then assign the jobs to the exempt salary structure. The evaluators used paired comparisons to evaluate and compare jobs within a job family and/or organizational group (Student Affairs, FAD, Academics, Advancement) by the Evergreen compensable factors. The Evergreen compensable factors are: • Scope of Responsibility – appraises the position’s breadth and depth of either administrative or managerial influence; • Supervision– appraises the number (head count & FTE) and responsibility level of the employees; • Accountability – appraises the position’s accountability for the allocation of resources and program results; • Communicat
