University of West Georgia’s classification and compensation program for classified staff employees is administered by the Classification and Pay Analyst in the Department of Human Resources. The University System of Georgia has established a position classification system to provide the basis for administering a personnel program in the University System.

The classification system is based on job categories designed to group positions which have similar duties, have approximately the same levels of complexity and responsibility, require similar training and experience at the time of recruitment, may be compensated at the same general levels of pay, and ensure the University System member institutions meet federal reporting requirements. University of West Georgia is authorized to establish positions within the USG System, to create campus specific job classifications where appropriate based on institutional size, scope and complexity, and to establish salary structures to which the specific job classifications can be linked to guide compensation at the campus level.

BCAT Classification System

The BCAT system is based on general job categories that are linked to the Federal Integrated Postsecondary Education and Data System (IPEDS) job classifications. Every employee’s job title is assigned a specific BCAT Identification code. The BCAT system uses a logic that assembles similar types of positions by function allowing institutions to “customize” their campus working titles and to build compensation programs appropriate to their own competitive job markets.

General Pay Plan

The General Pay Plan consists of pay grades which provide a means for the University to group comparable positions together into common ranges of pay, based on job scope, complexity and other factors. The salaries for similar positions should fall within a designated range, or Pay Grade. The ranges overlap, but each range specifies three guide points:

  • A Minimum (all individuals would expect to make at least this pay level)
  • A Midpoint (a benchmark to the external market for similar positions
  • A Maximum (the most that someone would expect to make for a position at a particular pay level)

Please see the following link for pay grades

Minimum Hiring Standards

Minimum Hiring Standards (or MHS) are intended to help ensure comparable basic hiring standards for comparable positions across campus. A MHS is the minimum threshold of education and experience required to perform a given job. An individual with an education level and/or experience below the stated MHS for a job title is not considered minimally "qualified" for the position, and is not referred by the Human Resources Department to a hiring department.

Employment in Multiple Positions

Employees of University of West Georgia may be employed in only one full-time position or classification within the University System of Georgia at any given time. If an employee wishes to accept another position in addition to a current position at the University or within the University System of Georgia, the following rules will apply: The combined work time for both positions cannot exceed 100 percent of full time status (or 40 hours per week). Both positions must be the same FLSA classification, either exempt or non-exempt. Acceptance of the second position must be approved by the employee’s department head and the Director of Human Resources or designee. Questions concerning specific circumstances should be directed to the Human Resources Department for more detailed information.

Job Evaluation Process

The University’s job evaluation process is designed to maintain consistency in the utilization of various job titles. This process ensures that employees performing similar duties have the same or similar job titles with corresponding pay levels. The job evaluation process requires a comparative analysis of a position to determine if the current classification and/or compensation levels are appropriate. The job evaluation process also includes the review of required knowledge, skills and abilities needed to perform duties assigned to a position. A review of current market data may be required during the job evaluation process as a means of obtaining the University’s goals in:

  • Attracting and retaining qualified individuals by matching job skills with the assigned position
  • Ensuring that internal and external equity issues are addressed
  • Encouraging professional growth for employees
  • Recognizing necessary knowledge and skills required for a position
  • Ensuring that the employee is appropriately compensated for performing them

Job Analysis and Job Audit

Generally, a position only needs to be reviewed if its duties have changed significantly over time or if substantive new duties have been assumed that are beyond the scope of what generally might be expected for a position with that title. If an employee believes their position should be reviewed for reclassification, the employee should discuss the possibility with their immediate supervisor and/or the Human Resources. If the manager concurs, a PDF should be submitted to the Classification and Pay Analyst in Human Resources Department.  Employees may be asked or may offer to help describe the duties they perform so that their manager can fully reflect the current scope of their responsibilities in the PDF.  The Classification and Compensation Analyst in Human Resources will review the information provided, and make any recommendations to the manager or supervisor in the college or department.