Job Evaluations

Job Evaluation is the process Georgia Tech uses to determine the pay grade and exemption status for a job. A job evaluation can be conducted to determine the level of a new job or an existing job.

Evaluations will determine the salary grade of a job and may occur at any time during the year. The table below describes the most common reasons for a job evaluation and the corresponding actions.

In the event that a department manager/supervisor would like to recommend a job evaluation, he or she should contact his or her human resources representative to discuss the situation and process for conducting the evaluation.

If the HR representative and department manager/supervisor reach agreement that an evaluation is necessary, they will then complete a job (re)evaluation tool, obtain the necessary departmental approvals for the review, and then forward the request to the Compensation unit for review.

Once the Compensation unit has reviewed the request, a recommendation will be sent back to the HR representative. Any pay changes resulting from the Compensation unit's recommendation will follow the salary increase guidelines.


Type of Evaluation Steps to Take

Creation of a New Job

When a department wants to create a job that is believed to be new to the department or Institute, download the Job Evaluation Tool.

Additional Job Responsibilities

See "Additional Responsibilities Added to a Job" for guidelines located in the Classified Compensation Administration Policy

Temporary or Interim Duties

Additional work that is assigned on a temporary basis should not be compensated by a permanent adjustment to the job. See "Temporary Assignments" for guidelines located in the Classified Compensation Administration Policy.

Responsibilities Added to a Job

When a significant shift in the responsibilities of a job occurs and are a permanent change to a position, a new job and grade or change in pay may be appropriate. The following steps should be taken:

  • The HR representative will consult with the department manager/supervisor to discuss a course of action and to determine whether a job evaluation is appropriate.
  • The manager/supervisor will document the new or additional responsibilities and any related skill requirements.
  • The manager/supervisor will work with the HR representative to review the changes and should describe in writing the changes in responsibilities and skill requirements that have occurred as well as the impact on the job.
  • The HR representative will consult with the Compensation unit to determine if a job evaluation is necessary.

If a job evaluation and a different job title and grade are assigned to the position, the department is notified of this change through a job approval letter that is sent to the human resources representative. Additionally, a Fair Labor Standards Act (FLSA) status of either exempt or non-exempt is assigned at that time (See Policy 4.9).



The requesting manager/supervisor will need to obtain the following approvals for a review to be conducted:

Job Level Being Evaluated Approval Needed*

Anticipated salary of $75,000 or below

  • Manager requesting the evaluation
  • At least the next manager above

Anticipated salary of $75,000 or above

  • See "Responsibilities Added to a Job" for guidelines

*The HR representative will be responsible for obtaining the approvals and working with compensation during this process. The job evaluation will be conducted once these approvals are obtained.