Frequently Asked Questions

Because the University’s current classification structure has not been updated in over a decade, the structure is severely out dated, and no longer accurately reflects the competitive labor markets where Georgetown University competes for talent. The University has therefore undertaken the important task of modernizing its classification structure in order. The new structure reflects the University’s commitment to transparency, consistency, and competitiveness by properly aligning the University’s staff and AAP positions with the prevailing labor market, ensuring equitable pay, and supporting the integrity of the University’s compensation policies.

The new classification program is a structure in which all administrative staff and AAP positions have been consistently classified into a consolidated catalog of job profiles which are tied to 13 market-based salary grades. A new set of compensation policies has also been established to govern this new program.

A job profile is a category for organizing positons that perform similar work with comparable responsibilities and complexity.  Each job profile is assigned to a single salary grade.

The Job Profile Catalog is a detailed summary of each administrative job profile and the salary grade to which it is assigned.  In many instances job profiles are part of a progressive series in a job family, which clearly outlines the skills and experience needed to advance to a higher level job.  The Job Catalog is a useful tool for employees to gain job information necessary to strategically navigate career paths at Georgetown University.

Click here for the Job Profile Catalog.

Position descriptions are used to align positions to the appropriate job profiles. Job profiles are categories that are intended to represent similar, not identical, duties, responsibilities, skills and experience required of positions within that profile.

The classification of positions for the initial implementation was accomplished through an extensive collaboration between the Department of Human Resources, department leaders, and executive leadership across all campuses.  This collaboration served to ensure a common understanding of the nature of the work performed across the University and appropriate organization of the positions within the new classification structure.

Once implemented, only the compensation team will classify positions, consulting with departments to ensure a comprehensive understanding of the work and consistent classification across campuses.

The Department of Human Resources participates in multiple annual salary surveys to stay current with labor trends and the external salary data. This data is used to benchmark job profiles and assign them to the appropriate salary grade.

The salary grade is a range that identifies appropriate market pay parameters for the positions assigned to it. Each of the 13 grades has a minimum salary, a maximum hiring salary and a maximum salary. All salaries within a salary grade are appropriate for the positions assigned to that grade.

Click here for the salary grades

The market is the labor pool in which Georgetown University competes to attract hire and retain the employees necessary to fulfill its mission and accomplish its goals. The nature and scope of the work performed by University employees necessitates that the classification program address a cross-sections of markets including higher education, industry and geographic labor data.

Over 65% of colleges and universities utilize a market based approach to classification and salary administration.  The popularity of this approach lies in its flexibility to recognize differing market rates of pay based on performance, skill level, internal equity, and relevant market conditions with a reasonable level of administrative oversight.

The University is committed to reviewing the classification structure on a regular basis to ensure appropriate alignment with external markets and institutional needs.

The new compensation policies are guidelines that govern the new classification program to ensure its integrity.  These policies define the key features of the program as well as how compensation changes will be managed within it (e.g., promotion, reclassification, transfer, bonuses, merit, etc.)

These guidelines are all found in the HR Policy Manual

The structure and policies of the new classification program will apply to all administrative staff and AAP positions except those covered by a collective bargaining agreement.

• Comprehensive tools such as a job profile catalog will enable consistent classification of administrative positions, support performance management, and allow employees to strategically manage their careers.
• Consistent classification structure and policies that creates a framework for the equitable application of clearly defined compensation policies.
• The new classification structure is designed to be responsive to changes in the labor market, economic conditions, and regulatory statutes.
• Ability to monitor structure on an annual or bi-annual basis to maintain updated, market based program.

The effective date is August 7, 2017.

No.  There will be no change to duties, title or reporting relationships as a result of this classification program. 

No.  The classification program is simply a new structure designed to ensure consistency and fairness with appropriate placement of all administrative positions into the new position classification structure.

No.  There was no direct grade mapping from the old classification structure to the new structure. In fact, direct mapping was not possible as there are fewer grades in the new structure.  Instead, all positions were evaluated and placed into the new structure based on the nature of the position.

Employees who believe their positions are incorrectly classified should contact their managers and Client Services Partner. The Client Services Partner and the compensation team will work with the supervisor/manager to determine if there exists sufficient basis to re-assess the position’s classification. Re-assessed positions will only be reclassified when there exists sufficient justification to do so.

Employee performance does not impact a position’s classification, however performance management is an aspect of Georgetown University’s compensation administration and, as such, employee performance will be reviewed on an annual basis.   The link between employee performance, goal achievement and salary increases will be determined at the departmental level and within the University’s annual merit guidelines.

The grade ranges are wide to provide the necessary level of flexibility for department managers to compensate employees appropriately based upon departmental needs, demonstrated competencies and skills, sustained performance, and experience in the role.  It is also important to note that all salaries paid within a grade range are appropriate for the work performed.  

Employees who are within 4% of the maximum of their salary grade, or who are above the maximum of their salary grade on August 7, 2017 will remain eligible for annual merit increases for as long as they remain in their position. Any employee falling into this category will receive notice of merit eligibility prior the start of the merit review period.

Compensation policies in their entirety can be found here. 

No.  Although it is intended that similar positions be classified consistently across campuses, it is not intended that administrative employees earn exactly the same rate of pay for the same or similar positions as a result of the implementation of this program. All salaries within a salary grade are appropriate for the positions assigned to that grade. Accordingly, individual employee salaries within job profiles and salary grades will vary. Key considerations for salary determination include, but are not limited to, relevant skills and experience, internal peer data, employee performance, and budget availability.

Clearly defined job profiles and consistent compensation grades will more clearly identify employee development paths (inter and intra-departmentally) and support career growth so that employees, along with their supervisor(s), can strategically manage their careers and maximize their potential at Georgetown.

No.  These classifications will remain the same.  All newly created and revised positions will continue to be reviewed.

FSAP provides professional and confidential short-term counseling, assessment, and referral services to Georgetown employees and their immediate families. FSAP also conducts workshops on a variety of psychosocial topics as well as supervisor trainings for dealing effectively with troubled employees.

Our counselors are trained to assist with a variety of concerns related to mental health, difficult work situations, crisis intervention, relationship conflicts, and alcohol/drug abuse.

Current Georgetown faculty and staff, including temporary, term and special employees, adjunct faculty and fellows Georgetown retirees (eligible for retiree benefits) Family members and significant others of current faculty and staff members residing in the employee’s household. For children we will discuss the issues with you and offer referrals to professionals who specialize in treating children.

All information regarding your use of FSAP services is strictly confidential. Information will not be released without your written permission unless required by law. FSAP records are not available to management and do not become part of your personnel file.

Student employees should contact the University’s Counseling and Psychiatric Services (CAPS) or call 202-687-6985. MedStar Health employees who receive a paycheck from MedStar and are under the purview of MedStar Human Resources should contact the MedStar Employee Assistance Program or call 866-765-3277.

FSAP counseling sessions, workshops and supervisory consultations are a free service. Individual employees are responsible for any costs that result from referrals to providers outside FSAP, but your insurance coverage and ability to pay are carefully considered when referrals are made.

All full-time, regular Staff/AAP employees who have completed their probationary period and at least one year of service, who are in good standing with the University, with no active disciplinary actions.

Actions, initiatives, performance or projects worthy of consideration must represent one or more of the following:

• Commitment to Excellence by those employees that have demonstrated continuous exemplary service in their daily duties over the course of their career
• Exceptional efforts that have enhanced the quality of life or work for students, faculty and/or staff to such a degree that special recognition is warranted
• Special performance that has clearly demonstrated service above and beyond the normal requirements of the position that has inspired excellence in others
• Operational innovations that have resulted in substantial increases in productivity or cost savings
• Extraordinary leadership that has influenced or accelerated positive change
• Innovation and creative initiatives that have improved educational, administrative or other operational processes and/or have led to increased collaboration and respect between and among diverse members of the University Community

All awardees will receive an award, and will be recognized at the annual awards ceremony and reception. Individual award recipients will also receive a monetary prize of $2,500 and team award recipients will each receive $1,000, up to a maximum of $10,000 per team. Monetary awards for teams exceeding 10 members will be divided equally among members.

The ceremony is invite-only. This year’s ceremony will be held on Monday, November 25, 2019 in Riggs Library

Winners will be announced via university-wide message on November 13, 2019.

You may contact the Department of Human Resources for assistance by phone at (202) 687-2500 or by submitting an HR Help Ticket

The deadline for submissions is Monday, September 9, 2019.

Nominators, awardees, and the awardees’ supervisors will receive notification of award. After these notifications have been made a university-wide message will be sent out announcing winners.

You should reach out to the leader of the team being nominated to ensure that all team members are identified before submitting a nomination. If you are unsure who is the team leader, you may reach out to your HR Client Services Partner for assistance in identifying that person.

The Staff Development Grant is intended to provide specific career development opportunities for individuals and groups. provide opportunities for innovation, efficiencies, and collaboration between units, departments and campuses. provide career development and creative problem-solving opportunities that are in line with the university mission of open discourse, reflective learning, active participation in our community and service for others.

Grant funds may only be used on expenses that align with your current role, the function of your current office or department, or with your overall career path. The types of expenses covered are: Travel expenses Online workshops and webinars Registration for conferences/seminars Costs for certification/recertification (where departmental funding is not available) Books and materials for courses where TAP Benefits are not being used (grant funds are not intended to be supplemental to TAP benefits) Expenses for group event including speaker fees, location or material costs Expenses that otherwise would not be eligible for TAP Benefits

Scholarships are offered to a limited number of students each semester.

We may offer limited additional scholarships to students who do exceptionally well after enrolling. These students will be contacted individually.