Georgia Tech seeks to provide employees with a competitive and equitable level of compensation reflective of their contributions to the Institute's mission over time. Our's compensation program is designed to attract, retain, and motivate employees by providing total compensation practices that:

  • Are competitive with outside market pay levels for similar jobs and aligned with Institute needs
  • Reinforce a pay-for-performance philosophy
  • Nondiscriminatory
  • Encourage employee development by facilitating the assignment of developmental moves and cross-functional training
What should you understand about your salary?

Georgia Tech’s market: The Institute uses general industry and higher education markets to determine competitive salaries. Some positions use higher education data, some use general industry, and many use a combination of the two. GTHR, in consultation with Institute leadership, defines our peer group.

Salary Structure Updates: GTHR reviews the structure annually based upon market trends, and adjusts it accordingly. Comprehensive market reviews generally occur every 3-5 years, or as needed based upon changes in the marketplace.

How jobs are placed into salary grades: Jobs are placed into salary grades based on a blend of external salary survey information and internal job evaluations. Therefore, jobs with a similar value in the external marketplace and within the Institute are in the same salary grade. To accurately assess jobs, GTHR periodically reviews job descriptions and salary ranges to ensure competitiveness.

How you can grow within the structure: Your pay can grow with merit increases or through promotions in job families and career change/advancement.

  • Merit Increases: When available, merit increases are awarded in July and are based upon annual performance appraisal ratings (subject to availability of funding).
  • Promotions: Pay typically grows with job family or job-to-job promotions.
    • Job family promotions are based on increased job responsibilities, needs of the department, and manager recommendations.
    • Job-to-job promotions are awarded when employees apply for jobs and move to a higher grade through the competitive process.

What happens if I receive a salary increase that raises my salary above the FLSA salary threshold? 

Georgia Tech Human Resources will monitor positions to ensure alignment with Federal Regulations. If a salary and duties align with the regulations and all like jobs within the classification are similarly aligned, an exempt classification may occur.

Where do I go to verify my annual salary?
You may confirm your pay in Techworks.

How do I calculate my hourly pay?
You will need the number of work hours in a year: 40 hour workweek x 52 weeks in a year = 2080 work hours in a year Then take your annual salary and divide it by 2080 (number of work hours in a year) Example: $30,014.40 divided by 2080 = $14.43 per hour