1. FURMAN UNIVERSITY Compensation Structure

2. INTRODUCTION  Compensation Study  Salary Grades  Cost of Living/Merit Increases

3. INTRODUCTION  Furman University partnered with Towers Watson, a global professional services firm to perform a market assessment of jobs throughout the organization.  The primary objectives were to assess the competitiveness of Furman’s compensation levels, and to establish market-based salary ranges for jobs.

4. INTRODUCTION Furman HR met with managers to determine appropriate matches based on descriptions provided in the College and University Professional Association (CUPA). Additional survey matches were gathered by Towers Watson using multidiscipline surveys from their own organization and Mercer. Salary data was compiled from these surveys, utilizing the appropriate labor market.

5. INTRODUCTION Survey data was updated in late 2015-early 2016 using data from CUPA and Mercer.

6. MARKET DATA Towers Watson provided market data for benchmark positions. Standard market data control points include the 25 th percentile, median and 75 th percentile. Salary Data for Widget Maker $20,000$22,000$24,000$26,000$28,000$30,000$32,000$34,000$36,000 25 th percentile Median 75 th percentile

7. SALARY GRADES Internally, Furman HR developed Salary Grades. Salary grades are used to group jobs of similar responsibility, requirements, experience level and market range data. Grades have three control points: Minimum, Midpoint, and Maximum. Grades remain unchanged from 2015.

8. SALARY GRADES

9. GRADE CHART

10. GRADE CHART – HOURLY RATE

11. SALARY INCREASES Salary increase percentages are based on three metrics:  Cost of Living  Employee Performance  Employee position within the salary grade  Furman has implemented a plan to address those employees who fall below their grade minimum

12. SALARY INCREASES For employees below the salary grade minimum: Performance RatingCost Of LivingMeritTotal Salary Increase 20152016Chg.20152016Chg.20152016Chg. Meets Expectations2.0%1.0%(1.0%)3.5%4.5%1.0%5.5% - Usually Exceeds Expectations2.0%1.0%(1.0%)4.0%5.0%1.0%6.0% - Consistently Exceeds Expectations2.0%1.0%(1.0%)4.5%5.5%1.0%6.5% -

13. SALARY INCREASES For employees below the salary grade minimum: Performance RatingCost Of LivingMeritTotal Salary Increase 20152016Chg.20152016Chg.20152016Chg. Meets Expectations2.0%1.0%(1.0%)3.5%4.5%1.0%5.5% - Usually Exceeds Expectations2.0%1.0%(1.0%)4.0%5.0%1.0%6.0% - Consistently Exceeds Expectations2.0%1.0%(1.0%)4.5%5.5%1.0%6.5% -

14. SALARY INCREASES For employees below the salary grade minimum: Performance RatingCost Of LivingMeritTotal Salary Increase 20152016Chg.20152016Chg.20152016Chg. Meets Expectations2.0%1.0%(1.0%)3.5%4.5%1.0%5.5% - Usually Exceeds Expectations2.0%1.0%(1.0%)4.0%5.0%1.0%6.0% - Consistently Exceeds Expectations2.0%1.0%(1.0%)4.5%5.5%1.0%6.5% -

15. SALARY INCREASES For employees within the salary grade: Performance RatingCost Of LivingMeritTotal Salary Increase 20152016Chg.20152016Chg. Meets Expectations2.0%1.0%(1.0%) 2.5% Merit Pool 4.0% Merit Pool 1.5% Will vary based on merit increase Usually Exceeds Expectations 2.0%1.0%(1.0%) Consistently Exceeds Expectations 2.0%1.0%(1.0%)

16. SALARY INCREASES For employees within the salary grade: Performance RatingCost Of LivingMeritTotal Salary Increase 20152016Chg.20152016Chg. Meets Expectations2.0%1.0%(1.0%) 2.5% Merit Pool 4.0% Merit Pool 1.5% Will vary based on merit increase Usually Exceeds Expectations 2.0%1.0%(1.0%) Consistently Exceeds Expectations 2.0%1.0%(1.0%)

17. SALARY INCREASES For employees within the salary grade: Performance RatingCost Of LivingMeritTotal Salary Increase 20152016Chg.20152016Chg. Meets Expectations2.0%1.0%(1.0%) 2.5% Merit Pool 4.0% Merit Pool 1.5% Will vary based on merit increase Usually Exceeds Expectations 2.0%1.0%(1.0%) Consistently Exceeds Expectations 2.0%1.0%(1.0%)

18. SALARY INCREASES For employees above the salary grade maximum: Performance RatingOne Time Stipend Payment Meets Expectations2.0% (no change) Usually Exceeds Expectations 2.5% (no change) Consistently Exceeds Expectations 3.0% (no change)