Compensation Philosophy

Case Western Reserve University is committed to excellence in all that it undertakes and to treating its staff and faculty fairly and equitably. This commitment is met, in part, by providing a total compensation package (salary plus fringe benefits) that enables the university to attract and retain highly skilled and talented employees at all levels. The compensation package for staff employees is characterized by:

  • Pay Systems

    Pay systems that recognize and accommodate the diversity of the university's workforce without compromising equity and consistency across the organization. The university uses a custom designed, computer-assisted job evaluation system to measure the job content of all staff positions. Through the job evaluation process, the relative value of each position is determined. A job hierarchy based on these relative values is established and positions are assigned to salary grades. This process promotes internal equity by assigning positions of like value to the same salary grade. Dissimilar jobs may have the same relative value to the organization and, therefore, an identical pay grade. Differences in responsibilities and requirements are recognized by difference in salary grades.

  • Pay Practices

    Pay practices that mirror the university's commitment to affirmative action and equal opportunity.Case is committed to providing its employees with equal opportunity in employment and in advancement in employment. The university is also pledged to having its human resource management systems and practices support this equality. Accordingly, the compensation system is designed to comply with the university believes that the job evaluation plan meets all the required tests of validity and reliability.

  • Salary Benefits

    Salary and benefits that strive to be competitive with the markets in which we compete and recruit. The university analyzes salary survey data from a broad spectrum of organizations on a national, regional and local basis. Pay information is collected from sources that have data on private research universities and local organizations representing finance, health care, and small manufacturing.

  • Annual Reviews

    Annual reviews of the market place to help the university assess and maintain a competitive position. Salary surveys are reviewed once a year to evaluate market conditions. Salary ranges are periodically adjusted to reflect changes in the market place. The university also conducts special studies as needed to assess rapidly changing competitive situations.

  • Communication Effort

    A vigorous and ongoing communication effort to develop and maintain understanding of this philosophy, the program and how it is administered. The university is committed to developing and maintaining an understandable compensation system through a comprehensive employee communications program. As part of this effort, the university gives each employee a performance review once a year, and the Department of Human Resources annually publishes information on salary ranges and policies. Also, this brochure provides all employees with the means to understand the philosophy and the administration of the staff salary plan.

  • Annual Performance Review

    An annual review of performance, with salary increases earned by meeting or exceeding established performance expectations, so long as the salary budget permits. Salary increases are determined by merit salary guidelines. These guidelines are constructed to reflect market trends within approved budget requirements. The university acknowledges employee contribution by granting the highest increases to those individuals whose performance is outstanding.