Frequently Asked Questions Compensation Program

My title is Director/Manager and I perform some supervisory functions. Why has my position been assigned to an Individual Contributor or Team Lead role and not Manager?

Manager/director titles can indicate responsibilities over a general area or function rather than necessarily supervision of multiple employees. Even though an individual may have some supervisory responsibilities-overseeing an administrative support position, supervising the completion of projects and assignments, or providing general guidance-for the purpose of establishing career stages, we consider the overall function of a position. Positions are assigned to the "Manager" career stages if the position meets all Career Level Guide criteria for that role.

I have more experience than the typical training and experience listed in the Career Level Guide for my career stage. Why was my position not placed in a higher career stage?

The Career Level Guide was used to determine the appropriate level for a position based on the minimum requirements for that job. We asked supervisors this question: "If the position were to become vacant, what would be the minimum qualifications you would expect of a new hire?" The market reference range for each position provides the flexibility to reward different levels of individual development and performance.

What does "position within market reference range" mean?

This refers to where the employee's pay is located within the market reference range: near the lower end (Developing Zone), middle (Mid-zone), or upper end (Premium Zone). The 30-40% range spread provides the flexibility to reward different levels of individual performance and competencies.

Who approves the amount of my salary increase?

The president, provost, vice presidents, deans, and department/program heads are responsible for increases in their areas. Managers partner with the Director of Compensation to ensure all compensation decisions are consistent with the established pay policies.

Are all positions market-priced?

No. It is standard practice within compensation philosophy to market-price or "benchmark" at least 50% of your positions. At W&L, we compare the pay of approximately 80% of our exempt and non-exempt positions with similar positions at the top 25 national liberal arts colleges, based upon job content not position titles. Comparison salary data is obtained from published surveys from sources such as: The College and University Professional Association for Human Resources.

How are non-benchmarked positions assigned to market reference ranges?

Where comparison market data is unavailable, the Director of Compensation assigns positions to market reference ranges by comparing them to similar benchmarked positions using criteria such as education, training and experience required, complexity of work, decision making and impact, and type of supervision. Position placement is then compared across departments and divisions, within career stages and within job families to confirm appropriate placement.

What schools are included in the top-25 national liberal arts colleges' market comparison group?

The market for our positions includes those organizations we compete with for employees or with whom we have decided to compare ourselves. For the majority of positions we use the top 25 national liberal arts colleges as determined annually by the US News and World Reports. Washington and Lee University has consistently ranked within this group of school. See the current list of schools.

Is the cost of living (COL) in Lexington similar to the COL in the areas where the top 25 schools are located?

When establishing market reference ranges, we did not adjust market data to account for cost of living differences amongst the top 25 liberal arts colleges. These institutions are located across the country in both rural and urban areas, some with a higher COL than Lexington City or Rockbridge County, and others with a lower COL. The median (the middle number) is used instead of the average because it is not affected by particularly high or low values and likely reflects a COL similar to our own.

How often will the market reference ranges be reviewed?

The Director of Compensation will complete salary surveys annually to monitor that the market reference ranges we have established for our positions continue to be appropriate based upon the median market value for each position. Ranges will be updated as necessary based upon these findings; typically annually.

How is starting pay determined?

Starting salaries are based on candidates' job qualifications, work experience, and the Market Reference Range for each position. Starting salaries typically fall within the minimum and midpoint of the salary range. In order to attract highly skilled and experienced performers or to respond to specific market conditions, however, exceptions may be considered.