working at tech

Georgia Tech is committed to creating an unmatched workplace experience where all faculty and staff members can grow and thrive. Recognizing that compensation is an important component of the workforce experience, Georgia Tech initiated a review of our compensation programs to address our strategic goals focused on providing a rewarding employee work experience. 

The Institute partnered with a consulting firm to assess how our existing compensation programs compare to market. This assessment includes a review of Georgia Tech’s compensation strategy, pay ranges, and job structure components. We want to be transparent that this project will not result in an immediate salary increase for each faculty and staff member. We are, however, using this project to drive future compensation program decisions focused on helping Georgia Tech retain, attract, and appropriately compensate the best and brightest faculty and staff.

We are collaborating with key leaders and personnel across Georgia Tech to make sure the review’s approach reflects industry best practices and our unique academic and administrative workforce needs. As responsible stewards of the State of Georgia, our market review approach will also reflect our goal to maintain a compensation program that contributes to an exceptional work environment for all employees.

Read below for further details on the project’s key focus areas. We invite you to check back regularly for project updates and progress to date.

Glossary & FAQs 

Project Overview & Outcomes

Philosophy & Policy Review

  • Georgia Tech is reviewing and refining, where needed, the philosophy that defines our pay programs relative to workforce needs and the markets in which the Institute competes for talent.
  • We are also reviewing of the effectiveness of select Georgia Tech pay policies. This includes reviewing policies focused on the frequency of market equity reviews and individual employee placement in salary ranges.

Market Equity Assessment

  • The equity assessment provided a strategic starting point for determining where changes might be needed to Georgia Tech’s compensation program. This included updates, where appropriate, to the structure used to adjust salaries based on market comparisons. 
  • Insights developed through the assessment will help Georgia Tech compete for talent in our relevant labor markets through a compensation program that complies with the administrative and regulatory framework of the USG.
  • While each faculty and staff member at Georgia Tech is valued, not every employee will receive an increase through market equity reviews.  Though total years of service is valued by the Institute, only the employees years of experience in their current job can be used for this assessment.
  • Staff equity adjustments started in December 2021. Adjustments will be made through a phased approach, starting with the most disparate positions to market and priority areas with significant turnover.
  • We also are working with academic units to develop a strong and collaborative approach that addresses faculty needs.

Job Structures and Pay Ranges

  • All staff positions at Georgia Tech are part of the Job Classification and Compensation System (JCCS). 


Academic Job Structures & Pay Ranges

The academic market study was conducted to better align faculty members’ salaries with the market and strengthen Tech’s ability to attract and retain the best faculty across all categories.

The academic pay scales are listed below. Click to access.