Ohio University Human Resources is beginning work to implement the results of the University’s biennial compensation equity review and the compensation market study completed in late 2019. Impacted administrative and classified employees and their supervisors will receive a direct communication from Human Resources before the end of the fiscal year.
Both the equity review and a regular review of market compensation are part of the University’s agreement with the U.S. Department of Education. This agreement sets out to ensure that employee compensation has been determined on a non-discriminatory basis and to promptly remedy any discrimination found.
In response to the market study, which the University conducts periodically, the University may create new job families, realign some jobs within their existing family, age the pay structure forward and widen the pay structure to better align with the current market. The COVID-19 pandemic forced a delay in implementation, but the University plans to complete implementation in fiscal year 2022.
Employees whose positions are realigned to a new pay grade based on the results of the study and whose pay falls below the newly re-aligned pay grade will receive a base pay adjustment.
The biennial equity review and market study do not include review of faculty compensation, which falls outside of the oversight of University Human Resources. However, faculty compensation is periodically reviewed at the direction of the Provost. The Faculty Total Compensation Task Force was last commissioned in 2017 following the completion of a three-year faculty compensation plan outlined in 2014.
The Report of the 2017 Faculty Total Compensation Task Force is available here
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For more information about Ohio University’s staff pay structure and compensation strategies, visit https://www.ohio.edu/hr .