NAGAP offers a tool called the Graduate Enrollment Compensation Analytics Tool that may be helpful. If you or a team member is a NAGAP member, you should be able to access it.
At my institution, minimum compensation is determined by HR based on position titles. However, this approach doesn’t account for variations in responsibilities—so all “coordinators,” for example, are assigned the same base salary regardless of their specific role or department. While salary adjustments can occur through merit increases or expanded responsibilities, there is no built-in structure for career progression within the position.
If I could establish my own baseline, I would implement a salary range rather than a flat starting rate. Additionally, I would introduce standard levels within the position, allowing for structured salary increases when employees meet specific criteria. Without clear career ladders, I often lose employees after they gain experience and seek advancement opportunities elsewhere.
Let me know if you’d like to discuss this further!
Dr. Melissa K. Webb
Assistant Dean
Graduate School
University of West Florida
850.473.7715 Office mwebb@uwf.edu
uwf.edu/graduate
