The Compensation Department develops and maintains the salary system, approves administrative and staff salaries, and provides assistance to those who are accountable for administering salaries.

Compensation Department Responsibilities

• Help prepare position descriptions.
• Evaluate job level and titles.
• Conduct salary surveys.
• Maintain salary schedules and grade system
• Approve beginning salaries and increases with input from management.
• Allocate and distribute funds and provide guidelines for annual Salary Review.
• Ensure external Competitiveness (Fair pay in relation to comparable positions at other places of employment and within budgetary limitations.)
• Ensure internal Equity (Fair pay in relation to other positions at BYU which require similar knowledge, skill, and responsibilities.)
• Assist with department restructures.

Supervisor Responsibilities

• Determine organizational structure.
• Design individual positions.
• Provide and update accurate job descriptions.
• Provide job level input for positions supervised.
• Maintain ongoing communication with employees regarding job duties and expectations.
• Recognize and encourage good employment performance.
• Ensure equitable distribution of salary increases.

Job Descriptions: Supervisors assign specific job duties to each position. Normally, an employee completes a job description questionnaire in consultation with the supervisor. Assistance is available from the Compensation Department.

Job Evaluation: An Evaluation Committee assigns each position in the salary system a job level and salary range based on job description and supervisor input. Supervisors, in conjunction with the Compensation Department, are encouraged to review job descriptions when significant changes occur.

Salary Increases: Considerable time and great care are taken to compare University salary data against comparable external salary surveys. Funding is based on the results and predictions for the coming year. Annual salary increase guidelines are then established according to survey results and available funding.

Job Performance: The most basic factor in improvement of job performance is ongoing communication between the employee and supervisor. Duties and expectations should be clearly understood. Human Resource Development, 422-5011, is available to assist in this process.

Peg Schmidt

Personal Information

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Organizational Title:

Managing Director, Compensation

Room Number:

D-295 ASB

Phone Number:

801-422-4486

Employee Status:

Full Time Employee

Penny Morrell

Personal Information

Picture:

Organizational Title:

Assistant Director, Compensation

Room Number:

D-277 ASB

Phone Number:

801-422-7533

Employee Status:

Full Time Employee

Donna Piereder

Personal Information

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Organizational Title:

Administrative Assistant, Compensation

Room Number:

D-240B ASB

Phone Number:

801-422-5236

Employee Status:

Full Time Employee

Lois Cottle

Personal Information

Picture:

Organizational Title:

Administrative Assistant

Room Number:

D-240B ASB

Phone Number:

801-422-4092

Employee Status:

Full Time Employee

Breeann Allison

Personal Information

Picture:

Organizational Title:

Compensation Assistant

Employee Status:

Student Employee