Compensation & Classification
At Georgetown University in Qatar (GU-Q), we are committed to offering a fair, flexible, and competitive compensation program designed to attract, retain, and reward high-performing employees at every level. Our compensation structure and policies reflect the diverse responsibilities across the institution and recognize the unique skills associated with each role.
This page outlines key aspects of GU-Q’s compensation policies and answers common questions. For more information, please refer to our Frequently Asked Questions or email us at guqhr@georgetown.edu.
Salary Grades and Pay Structure
Salary Grades
We have four salary grade levels – Q1, Q2, Q3, and Q4 – each with defined salary ranges. Positions are assigned to a grade based on responsibilities, required skills, and the role’s relative value within the institution. For more details, please refer to the Job Evaluation section below.
Job Analysis
Job analysis is a systematic process for identifying the purpose, responsibilities, and required skills for each position. This process informs job descriptions, ensuring clear expectations and appropriate classification.
Job Evaluation
Job evaluation is a systematic process for assessing the relative value of jobs within an organization. Its primary objectives are to ensure fair compensation for employees, establish a clear hierarchy of roles, and provide a foundation for recruitment, training, and development.
At GU-Q, we utilize a proprietary job evaluation and classification tool called Mercer IPE (International Position Evaluation). Each position is evaluated based on five key factors: Impact, Communication, Innovation, Knowledge, and Teams, along with various sub-factors.
The evaluation process begins with the job description, which serves as the basis for assessing each factor. Each factor is scored, weighted, and totaled to determine the position class and job profile*. This classification then informs the grade level of the role, enabling us to compare positions both internally and externally.
*A job profile is a category of positions that perform similar work and require comparable skills, knowledge, education, and experience. These positions share similar responsibilities and complexities.
Job Titles
Approved job titles reflect the purpose and responsibilities of each role. They align with market standards relevant to the discipline or business function. Titles must be approved by HR and the Dean before use in business communications or on materials like business cards.
Note: A limited number of “legacy” job titles will be phased out as the current incumbents transition out of the institution.
Salary Determination
Salaries are determined by a variety of factors, including skills, experience, internal comparisons, performance, and available budget. Hiring rates are aligned with market salary ranges and the candidate’s qualifications.
Career Paths
Promotions, Transfers, Reclassifications, and Demotions
- Promotion: A transition to a new position that falls within a higher salary grade, which requires either a competitive search or an IDEAA (Institutional Diversity, Equity, & Affirmative Action) waiver.
- Transfer (Lateral): A shift to a new position within the same salary grade. Transfers do not automatically involve a salary change; however, any adjustments in pay will consider the employee’s skill level, internal equity, and departmental budget.
- Reclassification: The assignment of a position to a new job profile due to a substantive change in up to 50% of the position’s current duties, without altering the overall volume of work. Reclassification may result in the position being placed in a lower pay grade, the same salary grade (referred to as “lateral reclassification”), or a higher salary grade (known as “promotional reclassification”). Lateral reclassifications do not require a salary adjustment, while promotional reclassifications may lead to salary increases.
- Demotion – A move to a new position in a lower salary grade or the reclassification of an existing position to a lower salary grade. Demotions may necessitate a salary change.
Career Progression Framework
A career progression framework is a structured and organized approach that defines the various levels and milestones in an individual’s career within an organization. It provides employees and their managers with a clear roadmap for career advancement, motivates them to develop new skills, and fosters a sense of purpose and direction. The framework outlines the qualifications, expectations associated with each level or role within the organization, and minimum requirements for promotion and in-line advancements.
Click here for more information, including a list of approved job titles and examples from the framework.
Merit Increases and Other Salary Adjustments
Merit Increases
The University has adopted a pay-for-performance program as part of its overall compensation strategy. Merit pay is one of the methods used to reward exceptional job performance. For more details, including information on merit increase eligibility, please click here.
Additional Pay for Additional Work
A temporary salary increase may be granted for short-term work that falls outside a position’s normal responsibilities due to a vacancy or a special project within the home department, or for an external business unit. The work must be clearly defined and include measurable criteria for success.
Acting Pay
A temporary salary increase may be granted if an employee takes on the responsibilities of a vacant position at a higher salary grade.
More information regarding Additional Pay for Additional Work and Acting Pay can be found here.
Payroll and Other Resources
Payroll
At GU-Q, employees are paid either monthly or bi-weekly. Monthly pay periods align with calendar months, with paydays occurring on the last working day of each month. Bi-weekly pay periods run from Sunday to Saturday, and paydays are on the Sunday following the end of the second week. For a copy of the bi-weekly payroll schedule or for any payroll-related inquiries, please email sfsqpayroll@georgetown.edu.
Benefits & Pay Hub
The Benefits and Pay Hub functions as a “one-stop shop” within GMS, allowing employees to access information about compensation, benefits, and payroll, including payslips, retirement contributions, and tax documents. Within the hub, employees can also explore their Total Rewards, which provides a comprehensive overview of their compensation and benefits package. Click here for a sample view of the section.
Georgetown Management System (GMS)
GMS is the University’s online platform for Human Capital Management, Payroll, and Finance. Employees can use GMS to manage various HR, benefits, and payroll tasks, including making benefit elections or changes, viewing and printing payslips and W-2s, designating emergency contacts, completing timesheets, and requesting time off. For any questions related to GMS, please email guqhr@georgetown.edu.
FAQs
An employee can be promoted in two ways:
1. By moving to a position at a higher grade level, which requires either a search process or a recruitment waiver from IDEAA (Office of Institutional Diversity, Equity, and Affirmative Action).
GU-Q can request a recruitment waiver from IDEAA, a department separate from HR, which has final approval authority. If IDEAA approves the waiver, the individual may be offered the position without competing for it via a search process. If the waiver is not approved, the position must be advertised for a minimum of five working days.
2. By having their current position reviewed and reclassified to a higher grade level.
After the review, there are four possible outcomes, and may include any combination of the following:
1. Title change
2. Salary change
3. Grade change
4. No change
Note: A promotion only occurs if the review results in the employee moving to a higher grade level (i.e., a title change doesn’t necessarily indicate a promotion).
A recruitment waiver is a non-competitive hiring process where the department selects a candidate without posting the position. While hiring departments are strongly encouraged to conduct open searches to attract qualified applicants from both within and outside of GU-Q, a recruitment waiver may be requested in exceptional circumstances from IDEAA (Office of Institutional Diversity, Equity, and Affirmative Action) on the Main campus. IDEAA has the final authority on these requests. If approved, the candidate may be offered the position without undergoing the standard competitive process. Conversely, if the waiver is denied, the position must be advertised for a minimum of five working days.
Recruitment waivers are typically requested under unique circumstances. For instance, they may be sought when a candidate possesses exceptional skills or experience that make them uniquely qualified for a role. Other situations might include the need for flexibility in the hiring process to address urgent business needs that could significantly impact operations, or when there is a scarcity of qualified candidates. In these cases, a waiver may enable the expedited hiring of an individual who can effectively meet the institution’s needs.
Yes, this would be an appropriate reason for an employee to request a review of their job description. To initiate the process, an employee should first consult with their supervisor, who will then need to submit a formal request to HR, along with a revised job description. Please see FAQ #1 for information on what happens after a job description is submitted for review.
In general, job changes are typically announced when they are substantial enough to merit informing the broader community. Examples of such significant changes include the hiring of a new employee, a staff member’s transfer to a different position or department, or changes in a role that affect the point of contact for a function, the day-to-day operations of the unit, or the organization at large.