Staff Compensation and Classification Study

Staff Compensation and Classification Study

Ensuring FGCU employees are compensated fairly and competitively is a top priority for FGCU.

That is why we have contracted with Segal, a leading consultant in Compensation, to help us with a Staff Compensation and Classification Study.  With a transparent process with input from all levels within the university, our goal is to ensure equitable and competitive pay among jobs with similar responsibilities and to establish clear guidelines on compensation changes.


Compensation Study QuickLinks

Core Project Team

The Core Project Team will provide insight, feedback, and input into the recommended processes and direction, input into strategy and philosophy, is involved in the day-to-day project activities.

The Core Project Team members are:

Stensrud, Sara
Senior Associate Vice President, Administrative Services
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Thompson, Kirsten
Associate Director of Human Resources, Compensation and HRIS
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  • Katie Manning, Senior Consultant | Segal
  • Greg Saylor, Consultant | Segal

Advisory Committee

The Advisory Committee plays a vital role in our compensation study and facilitating the success of this project.  The members of the Advisory Committee are:

  • Andi Clemons (Staff Advisory Council) 
  • Megan Clipse (University Budget)
  • Sara Wood (Payroll)
  • Lisa Banks (Institutional Research)
  • Kevin Trueblood (Advancement)
  • Rose Fuller (Career Services)
  • Emily Nanna (OIEC)
  • Norm Walker (Academic Affairs)
  • Lauren Freeman (Athletics)
  • Dr. Vivek Bhargava (Academic Affairs)

  • Pat Newman (SP Administrative Support)

Role of the Advisory Committee:

  • Provide guidance and support to the project process
  • Provide input and feedback on products/deliverables created as a result of the project
  • Enhance communications with staff throughout the project to:
    • Create a valuable transparency of process
    • Build support and buy-in for project recommendations
    • Be a “point of contact” for staff who have questions about the project
    • Encourage employees to participate in the process as opportunities arise
    • Serve as a resource to the consultants on staff perceptions, needs, and interests
    • Serve as a sounding board to the consultants for project findings and recommendations
    • Communicate and support findings and recommendations

Project Timeline

This project is estimated to take approximately 10 months to complete.  To keep the project on track by end of 2021, it has been divided into six phases.Comp and Class Timeline


Project Phases and Timing



Total Compensation Philosophy
February – April 2021

  • Understand current and desired compensation philosophy
  • Conduct stakeholder interviews, review FGCU data and related materials
  • Develop a compensation philosophy


Job Structure Review
March – April 2021

  • Review current job families and classifications
  • Review and modify classifications with Core Project Team as needed.


Salary Market Assessment
April – June 2021

  • Determine assessment methodology, identify peer group, and select jobs to be matched
  • Match FGCU jobs to survey jobs
  • Review matches with stakeholders


Salary Structure Development
June – August 2021

  • Develop salary structures
  • Assign jobs to structure
  • Develop costing models


Present Final Results
October – November 2021

  • Present final results to Cabinet for approval
  • Communicate final results to FGCU community


November – December 2021

  • Develop guidelines
  • Conduct user training
  • Create report of findings
  • Identify areas for ongoing maintenance and review

Project Overview & Updates

View or print the following resources:

2022 Pay Administration Guidelines

Comprehensive Project Overview PowerPoint

Compensation Project Focus Groups

Stakeholder Interview Themes

Compensation Philosophy 

Peer Groups

FGCU Advisory Committee Update