Human Resources

Frequently Asked Questions - Staff Compensation Plan at Belmont University

  1. What is the basic principle of Belmont's compensation plan for staff employees? 

    Based upon Belmont's current economic and organizational status, a modified broadbanding approach is used for staff compensation management at Belmont University. 
  1. What is "broadbanding"?

    Basically broadbanding is a compensation system that places all staff jobs in one of a few groups.  Each group has a broad range of responsibilities as defined by the organization.  Each "broad band" has many varied types of jobs which though functionally are different have similar levels of responsibility and pay.  All staff positions are placed in one of 10 groups.  
  1. Does the broadbanding approach look at what other universities or businesses pay so we can be competitive?

    Yes, this compensation process closely links salaries to the local or regional market in a systemized way.  Our compensation system is able to recognize comparable pay in the market so that we move toward more competitive pay for staff.  A compensation system founded on market values is essential to achieving Belmont's strategic goals. Annually the broadband structure is reviewed and the salary ranges are updated as needed to reflect the current market conditions. Human Resources benchmarks jobs to the market that best reflects our recruiting practices.  For example, some positions are recruited locally and local salary surveys provide this market information.  Many jobs in higher education are recruited nationally, and the market for higher education specific jobs would be from national surveys from institutions with similar characteristics to Belmont University.
  1. Does the compensation system take into consideration a staff employee’s performance? 

    Yes, as described in Belmont’s Vision 2015 document, “Belmont employees will be fully engaged in challenging and demanding work and will share in the financial success of the university as salaries meet and exceed peers.  Compensation will increasingly be tied to performance excellence.”

  2. Does the compensation process take into consideration a staff employee's professional development?

    Yes, we have a compensation program that supports and fosters development of all our staff.  Through staff professional development we can drive improved performance across the University.  The Manager’s Guide to Staff Compensation includes salary guidelines for approved professional development activities.
  1. My job description in Peopleadmin includes a HR title and a position title? Why do I have two titles?

    Job titles are used by the university to reflect the nature and role of the work.  It is the intention for titles to be meaningful to the employee, their peers in the organization, to students and to both internal and external customers.  A standardized titling system for HR titles provides a consistency across Belmont and within the Banner HRIS system as well as the Peopleadmin recruiting and performance management system.  However, it is understood that there are external requirements that demand the use of a customized job title used on business cards and in other forms of communication.  This is the position title.  Due to Banner system constraints, many position titles are abbreviated.  For more information about titles, click here. 
  1. Why has my compensation group and HR title changed?

    With the increase in the number and diversity of the staff positions at Belmont University, an increase in the number of broadband groups from 7 to 10 was required.   Each position has a new compensation group and a corresponding new HR title.   The change does not reflect demotions to any position.  Click here for each broadband group description.
  2. What kind of training is offered?

    A Manager’s Guide to Staff Compensation explains the system and gives examples.  The Office of Human Resources offers training to all managers.  This training provides linkage between the Performance Management and the Staff Compensation programs.  For more information on the performance management program, click here.
  3. If I have questions, who should I speak with?

    Please read the information about the staff compensation program available on the Office of Human Resources website and if you have questions, please first speak with your supervisor.  If you have other questions, please email