5.08 / Pay Philosophy and Guidelines

Effective: July 20, 2021

  1. Initiating authority

    Human Resources serves as the initiating authority.

  2. Purpose

    The purpose of this policy is to provide Employees and Leadership with the parameters and processes involved in compensation administration at the University.

  3. Policy

    1. Statement of Compliance

      It is the policy of the University to compensate Employees in an accurate and timely manner, in accordance with University and Kansas Board of Regent rules, and applicable federal, state, and local laws and regulations, including but not limited to the Fair Labor Standards Act (“FLSA”). This includes compensating Employees in a fair and equitable manner.

    2. Compensation Philosophy

      The University seeks to compensate its Employees using compensation programs that:

      1. Allow for flexibility to accommodate critical business needs and market changes;
      2. Attract, retain, motivate, and engage Employees; and
      3. Support the successful attainment of the University’s vision, mission, values, and strategic goals.

    3. Leadership Accountability

      Leadership is responsible and accountable for each of the following:

      1. Making compensation decisions within their department or division regarding pay at the time of hire and any pay changes during employment due to promotion, demotion, transfer, including an off-cycle pay change.
      2. Ensuring such compensation decisions are consistent with any applicable guidelines or processes, including those identified herein.
      3. Obtaining all necessary documentation and approvals to support any compensation decisions.

    4. University Oversight in Support of Compensation Philosophy

      1. In support of the University’s Compensation Philosophy, the University will, through Human Resources, do the following:

        1. Evaluate pay ranges to ensure consistent with Compensation Philosophy and applicable guidelines or processes; and.
        2. Make base pay increase recommendations in advance of the University budget cycle that align and support the Compensation Philosophy.
      2. Human Resources will endeavor to perform these oversight functions no less than annually or as deemed necessary by Human Resources.

  4. Definitions

    1. For the purpose of this policy only, the following definitions shall apply:
      1. Controlled Affiliated Organizations: Wichita State University Intercollegiate Athletic Association, Inc.
      2. Employee: An individual who provides services to the University on a regular basis in exchange for compensation and receives a W-2 for such services. This includes temporary and part-time Employees.
      3. Human Resources: This includes the Office of Human Resources and Human Resources for the Division of Industry and Defense Programs, as applicable.
      4. Leadership: University Department Chairs, Directors, Deans, or any other individual designated by the University with authority to supervise an Employee.
      5. Non-Teaching Employee: An Employee in a 0.5 full-time equivalency (FTE) or greater position who does not have teaching, research, or library responsibilities.
      6. Teaching Employee: An Employee in a 0.5 full-time equivalency (“FTE”) or greater position who has teaching, research, or library responsibilities.
      7. University: Wichita State University and Controlled Affiliated Corporations.

  5. Administrative Procedure

    1. Non-Teaching Positions

      The compensation procedures applicable to benefits-eligible, Non-Teaching Employees are outlined in the Compensation Philosophy and Administration Guidelines for Non-Teaching Positions (“Non-Teaching Guidelines”).

    2. Exclusions

      1. The Non-Teaching Guidelines do not apply to Employees within the Division of Industry and Defense Programs (“IDP”). IDP guidelines are published and maintained within the division.
      2. The Non-Teaching Guidelines do not apply to Teaching Employees, temporary positions, lecturers, visiting professors, student employees, or coaches. The Human Resources’ Compensation Team is responsible for administering compensation programs for these Employees.

  6. Applicable Laws and Additional Resources

    1. Fair Labor Standards Act (“FLSA”) and interpreting regulations and guidance.
    2. Compensation Philosophy and Administration Guidelines for Non-Teaching Positions.