Edit Georgetown University home pageSearch: Full text searchSite Index: Find a web site by name or keywordSite Map: Overview of main pagesDirectory: Find a person; contact usAbout this site: Copyright, disclaimer, policies, terms of use Georgetown University: Human Resources Policy Manual
Georgetown University  |    Human Resources
Search Policies:
By KeyWords

Section 100:
Section 200:
Hiring and Employment
Section 300:
Employee Relations
Section 400:
Professional Conduct
Section 500:
Employee Development
Section 600:
Time Away From Work
Section 700:

701: Compensation Policy Statement and Objectives

702: Compensation Policy Definitions

703: Job Analysis and Evaluation -- Assignment of Pay Grades to Jobs

704: Salary Ranges

705: The Normal Hiring Range

706: Promotion, Lateral Transfer and Demotion

707: Merit Increases

708: Special Recognition Awards and Other Salary Increases

709: Call Pay

710: Differential Pay

Section 800:
Work Hours and Pay Practices
Section 900:
Health & Safety
Section 1000:
University Policies
Printer Friendly Version [Click Here]

Human Resources Manual > Compensation > Compensation Policy Statement And Objectives
Policy Number: 701 Effective Date: 11/1/98
New: Revised: x

701.1 STATEMENT The compensation policy is designed to accomplish these objectives:
  • Allow the University to attract and retain qualified employees by maintaining a salary structure that is competitive with the external job market.
  • Promote internal equity and consistency across diverse University functions, consistent with the external market.
  • Establish significantly different salary levels/grades, so that movement between levels/grades is distinct.
  • Establish salary ranges that are broad enough to provide flexibility for management. 
  • Provide compensation procedures that are philosophically consistent, but flexible enough to meet diverse University needs.
  • Provide the foundation for a performance-based pay system.
701.2 PHILOSOPHY The University maintains a compensation structure consistent with its Equal Employment Opportunity/Affirmative Action program and other University requirements. 

The University will compensate employees according to the nature of the individual's job; required qualifications, training and experience; individual performance; the financial resources of the organization; and other relevant factors. 

The University has established, and continues to review positions, salary ranges, and rate of pay within these ranges.

Equal Employment Opportunity-Affirmative Action Program
Compensation policies and procedures will be consistent with the University's Equal Employment Opportunity-Affirmative Action Program.  There will be no discrimination in compensation due to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, political affiliation, physical disability, source of income, or any other reason prohibited by law  (see District of Columbia Code, Section 1-2501, D.C. Human Rights Act of 1977, as amended.)

701.4 RESPONSIBILITY The University and Medical Center Human Resources departments develop, administer, and interpret the University's compensation policy. 
701.5 RESOURCE Contact the appropriate Human Resources department if you have questions about this policy or if you would like more information.

  Human Resources, 37th & O St, Georgetown University, Washington, DC 20057
Phone: (202) 687-2500 Fax: (202) 687-2389 Email: Contact Us