Compensation Philosophy

The university is committed to providing a total compensation package that enables the university to attract and retain highly skilled and talented employees for all positions. A competitive total compensation package includes an effective salary administration program and a comprehensive benefits plan which serves to:

  • Mirror the university's commitment to Affirmative¬†Action and Equal Opportunity
  • Maintain consistency within university classification and employment status
  • Recognize individual contribution
  • Provide individual choice in managing health and welfare benefits
  • Recognize the diverse needs of the employment population

The compensation package for staff employees is characterized by Case Western Reserve University's pay systems, pay practices, salary and benefits, annual reviews and annual performance review.

Pay Systems

Pay systems recognize and accommodate the diversity of the Case Western Reserve'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 the difference in salary grades.

Pay Practices

Pay practices mirror the university's commitment to affirmative action and equal opportunity. Case Western Reserve is committed to providing its employees with equal opportunity in employment and advancement.

The university also pledges to have its human resource management systems and practices support this equality. Accordingly, the compensation system is designed to comply with a job evaluation plan that meets all the required tests of validity and reliability.

Salary and Benefits

Salary and benefits 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, healthcare and small manufacturing.

Annual Reviews

Annual reviews of the marketplace 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 marketplace. The university also conducts special studies as needed to assess rapidly changing competitive situations.

Annual Performance Review

An annual review of performance grants salary increases earned by meeting or exceeding established performance expectations, if 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.