Components of the Compensation Program
As part of the Compensation Program, every position at Washington and Lee University has a:
- Job Title
- Career Stage: Career stages (sometimes referred to as "levels") are a way of grouping similar jobs based on the type/nature of work performed and are determined by the scope of responsibility, knowledge or problem complexity, autonomy, direction given or received, technical and computer skills, and typical training and experience required to perform a job. There are six career stages that define different levels of development in a career at W&L.
- Market Reference Range: Each market reference range has a number of positions matched to it based upon the median market value of the position. Ranges are between 40% and 50% wide and define the pay opportunities for a position.
- Roles: There are four types of roles at the University:
- An Individual Contributor (Non-Exempt) is someone who works independently or as a team member on projects and assignments, with no pre-defined supervisor responsibility -- although individual contributors may provide guidance to others.
- A Team Leader leads and trains several other non-exempt staff, and spends considerable time performing service, production, technical or support work.
- An Individual Contributor (Exempt) is someone who works independently or as a team member on projects and assignments, with no pre-defined supervisor responsibility -- although individual contributors may provide some guidance/direction to other staff members.
- A Manager supervises several staff and is responsible for evaluating performance and making hiring/firing decisions.
| Individual Contributor Non-Exempt: IC (NE) | Team Leader Non-Exempt: TL (NE) | Individual Contributor Exempt: IC (E) | Managerial Exempt: M (E) |
| M (E3): Leadership/Director | |||
| IC (E3) | M (E2): Manager | ||
| IC (E2) | M (E1): Supervisor | ||
| IC (NE3) | TL (NE): Team Leader | IC (E1) | |
| IC (NE2) | |||
| IC (NE1) |
Employees may:
- Move between career stages through promotions,
- Move across roles by making a lateral move, or
- Remain in one career stage and deepen their skills and contributions over time.
In other words, career development is much more than moving up at Washington and Lee. One of the important benefits of this pay approach is that staff can be rewarded for career growth other than through traditional promotions (see Career Events and Pay Adjustments).