Staff Job Structures

All staff positions at Georgia Tech are a part of the Job Classification and Compensation System (JCCS). All positions include a structure, title, pay range and tier, and pay grade. 

  • Job structures: Grouping of job grades with similar characteristics.
  • Titles: Should reflect the purpose and level of the role.
    Working titles are sometimes necessary for outward facing roles. Working titles are permissible on the business card, letterhead, etc. provided they do not misrepresent the work the employee does. Any working title that is used must be approved by the Vice Provost, Vice President, Dean, or higher in the unit you are in. 
  • Ranges & Tiers: Reflect the minimum and maximum pay.
  • Pay Grades: Ways to group jobs with similar external market value.
  • Job Descriptions: Provide the purpose for the job’s existence, an example of the level of work found in the role, qualifications, skills required, etc. Detailed, individualized job expectations and tasks, are set at the manager level and are a part of the goal setting process. 

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Staff Job Structure Categories

There are five structure categories:

Administrative
  • Positions responsible for the support, coordination, and management of academics & administration.
  • Professions include Finance, Human Resources, Administrative Management, Legal Affairs, Academic & Student Services, and Communications.

Crafts & Skilled Trades
  • Positions responsible for the installation, maintenance, repair, and management of structures, grounds, utilities, and related components. Included are positions related to inventory management, warehousing, and mail/delivery.

  • Professions include Carpentry, Custodial Services, Landscaping, Construction, Instrumentation, Recycling, and Mail Distribution.

Development
  • Positions responsible for the administration, management, solicitation, and development of fundraising, sales, and business growth.

  • Professions include Development, Sales Management, Consulting, and Venture Catalyst Initiatives.

Information Technology
  • Positions responsible for the design, configuration, engineering, installation, maintenance, repair, support, and management of computers, computer based systems, applications, hardware, networks, information, and components.

  • Professions include Software Development, Information Security, Graphic Design, Network Administration, and Technical Support.

Science & Research Support
  • Positions responsible for the support, management, and research of science and engineering disciplines.

  • Professions include Medicine, Dentistry, Engineering, Laboratory Management, Safety, and Architecture.

Staff Job Pay Ranges

Each job grade has a corresponding range of pay based on market pay practices and an employee’s development in a job. Each range has three tiers. Individual job performance and job knowledge, as well as the Institute’s financial position, determine the employee’s position in the tier.

Tier I (Entry)

Typically, these are employees newly hired, assigned, or promoted into the job or employees gaining the breadth of experience and skills needed by the organization. 

Tier II (Market)

Typically, these are seasoned employees with demonstrated skill levels in their field.

Tier III (Max)

Typically, these are very seasoned employees with the highest level of job qualification or difficult-to-fine skills or experience.

Market Reference Point

Each Market Reference Point (MRP) is created by Georgia Tech to reflect the average salary of the same or similar position outside of the Institute. Once set, it becomes the building block of the pay range as well as the midpoint.

FAQs

What is a Salary Structure?
A salary structure is the structure of salary grades and ranges within an organization. Georgia Tech uses five staff structures; Administrative, Crafts & Skilled Trades, Development, Information Technology, and Science & Research Support.

Why would ranges move?
Georgia Tech Human Resources (GTHR) reviews external market competitiveness of our salary ranges. As the general economy changes, ranges are adjusted to stay competitive in our labor market.