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Office of Human Resources

Compensation Services


Roles and Responsibilities

Department Representative

Department Representatives play a critical role in the implementation and ongoing administration of the Classification and Compensation system. Department representatives understand the work and needs of the department. A Department Representative should:

  • Use the available tools and resources to understand the Classification and Compensation system.
  • Attend training.
  • Direct employees to on-line resources for information.
  • Discuss questions or concerns with Human Resources and make Human Resources aware of department needs.
  • Submit required information for classification and compensation changes.

Supervisor

Supervisors and managers play a critical role in the implementation and the ongoing administration of the Classification and Compensation system. Supervisors or managers are in a position to be the most familiar with work performed in departments and the abilities of the position incumbents who do the work. Specifically, supervisors and managers have the responsibility to regularly and consistently:

  • Review position descriptions annually with employees.
  • Provide continuous open and honest performance feedback and develop goals with staff.
  • Encourage individuals to grow in terms of their knowledge and competencies in support of the University's mission.
  • Actively support developmental and training opportunities for employees.
  • Establish and maintain equitable pay practices within their area(s) of responsibility.
  • Use Human Resources as a resource to ensure appropriateness of decisions and consistency with broad classification and pay guidelines.

Career opportunities are available for current employees through the FSU on-line application process. Supervisors and Department Representatives are responsible for consulting with Employment & Compensation Services Services to determine if the new position an employee is hired into is a promotion with increased duties and responsibilities, a lateral move (reassignment), or a demotion. This determination will be made by comparing the duties and responsibilities as described on the position descriptions.

Human Resources

Human Resources serves as a resource to supervisors, managers, and departmental representatives in the implementation and ongoing administration of the Classification and Compensation system. They:

  • Communicate guidelines to help supervisors and department reps understand all aspects of the Classification and Compensation system.
  • Provide support, training, coaching and tools to assist in performance management and employee career development.
  • Collect and compare relevant market salary information to establish and maintain competitive pay ranges and salary recommendations.
  • Provide expert guidance and support to assist departments in making appropriate pay decisions.
  • Review compensation decisions to identify and address any significant variations in practices within and among departments.
  • Analyze relevant market data and develop compensation strategies to assist in meeting department objectives while being fiscally responsible and compliant with all applicable laws and regulations.
  • Continuously evaluate and revise the system to ensure that it meets the needs and objectives of the University community.
  • Develop new tools and improve existing ones to ensure the on-going success of the system.
  • Advise senior management of compensation practices throughout the University.

Employee

Employees do not make classification or compensation recommendations; however, they should:

  • Use available tools and resources to understand the Classification and Compensation system.
  • Discuss questions or concerns with their supervisor and/or Human Resources.
  • Actively seek development and training opportunities.
  • Manage careers with active support and guidance of supervisor and Human Resources.