Skip to content

Our people drive the fulfillment of our institutional mission.

At Clark, one of our highest priorities is creating an environment where our employees are supported, recognized, and motivated to succeed.

To that end, the University is undertaking a comprehensive classification and compensation study to bring more consistency, equity, and transparency to the way we define positions and compensate employees. The study will strengthen our capacity as an institution and help us recruit, retain, and cultivate exceptional talent.

This extensive process will involve a review of current position descriptions for staff and how they align with actual day-to-day responsibilities, and an assessment of how our approach to compensation for all of our employees compares to our competitive marketplace. Any changes to position descriptions, classifications, or compensation that may emerge from the study will be part of a multiyear, multiphase implementation.

An additional key outcome is the development of an institutional compensation philosophy (described below) which will form the basis for our long-term implementation of the study recommendations and other enhancements to our talent development.

Project Phases and Estimated Timing

  1. Phase 1: Project Initiation
  2. Phase 2:  Position Description Development and Titling Framework
  3. Phase 3: Total Compensation Philosophy and Market Assessment
  4. Phase 4: Salary Structure Design & Pay Guidelines
  5. Phase 5: Internal Pay Equity Study
  6. Phase 6: Implementation
    March 2025 – July 2025

Staff Position Description Development

All administrators and staff will participate in the process of assessing current position descriptions and identifying areas for improvement, including writing a position description if one does not exist. A position description questionnaire (PDQ) will be used to inform the process.

Three-Step Process

1. Training Sessions

  • Training session for employees and managers
  • Virtual live session on Wednesday, September 14 at 10 a.m., check your email for details. An on-demand recording will be made available at a later date.

2. Complete PDQ

  • Administrator and staff employees complete individual questionnaires with an estimated time requirement of 30 minutes – 1 hour

3. Approve PDQ

  • Supervisors will review questionnaires then hold conversations with employees to discuss any necessary changes
  • Supervisors approve and submit questionnaires completed by employees

 

Total Compensation Philosophy

A total compensation philosophy is a formal statement of Clark’s overall approach to employee compensation and benefits. It ensures that our approach to maximizing our human talent is aligned with our institutional values and helps to drive forward our mission and goals.

Compensation is just one element of why employees work at Clark. A total compensation philosophy takes into consideration things like benefits, career and professional development, affiliation, mission, culture, and work environment, among other factors.

Institutional Alignment

The role of pay and benefits in supporting and aligning with the institution’s mission and strategic plan.

Job Value

How work and positions/jobs will be evaluated; the balance between the emphasis on internal versus market factors in the job evaluation process.

Comparison Markets

The comparison markets against which the organization will benchmark pay and benefits. The degree to which multiple markets are needed, and the pay position relative to those markets.

Pay Systems

The types of pay systems/delivery vehicles that are best aligned with the compensation philosophy and any customization that may be needed.

Beyond Market Factors

The factors that should impact pay (e.g., performance, internal equity, experience, skills, competencies).

Pay Transparency & Communication

The degree to which the total compensation philosophy, systems, and processes will be openly communicated and how that communication will be handled.

Program Governance

How pay will be governed including roles, responsibilities, and decision rights for the design, approval, and management of the pay system.

Contact our human resources team at HR@ClarkU.edu any time if you have questions or concerns.

Frequently Asked Questions