I am pleased to provide an update regarding Year 2 of the five-year implementation plan to address compensation associated with the recent Classification and Pay Study. As many of you are aware, Winthrop began this study in late 2018-early 2019 with the university’s partners at then Sibson, now called Segal. The primary goal of the study remains the same—to review employee job classifications, compensation and pay practices to ensure alignment with the competitive market.
The Classification and Pay Project Team have continued their work, and salary adjustments for those employees who will receive Year 2 salary adjustments will appear in the pay received on October 14, 2022. The administration and Board of Trustees approved $500,000 in annual salaries, which includes fringe benefit costs, in the FY 2022-2023 budget to address employee salaries. For the current year, 122 employees will receive adjustments to bring salaries closer to the minimum of the market range or salary structure for their positions. Human Resources will notify faculty and staff who will receive increases on or before October 7, 2022.
Additional information regarding outcomes of the study is located on the HR Website. The updated FAQs related to the Classification and Pay Study should answer most questions, but please submit any additional questions to HRHelp@winthrop.edu.
While this initiative began prior to my arrival at Winthrop, I am in full support of identifying and addressing employee salaries that are below a competitive rate. I recognize the significance of the need to recruit and retain valuable faculty and staff and the role competitive salaries play. The Board of Trustees, the administration, and I are committed to prioritizing the five-year implementation plan.
Thank you for all you do for Winthrop!
Edward
Edward A. Serna
