ASSESSMENT OF PAY SCALE ESTABLISHMENT PRACTICES AT ST. MARY’S UNIVERSITY

Abstract

This study examined how the pay scale of St. Mary’s University has been established and to analyze whether the pay scale even serves as a motivational tool. In doing so, both qualitative and quantitative research approaches; where much emphasis is given for the latter and descriptive research design is pursued. Relevant literature on job grading and pay scale techniques were sufficiently reviewed. The study focuses on salary scale (base pay) establishment practices of the University. Due to the distance barrier in questionnaire administration, employees deployed in more than 125 Center Offices of the University are not included in the study. Moreover, due to its enormous applicability nature in most organizations, point rating job evaluation method is applied as litmus test of job samples in the study. Both primary and secondary data were administered. Primary data of the study were collected through questionnaire and key informants interview. Stratified and convenient sampling techniques were employed in administering the questionnaires. Therefore, 74 senior staff members were stratified and 94 copies of questionnaire were distributed. The response rate of the questionnaire was 69%. Validity and reliability tests were conducted to check whether the instrument and factors included are reliable and valid, accordingly result (average Cronbach’s alpha 0.790) proven to be both reliable and valid. Data were subjected to simple descriptive statistics such as frequency and percentages, mean, mode and the like. Data analysis was made using SPSS 20 for quantitative data and interpretational and reflective for qualitative data. Results of the study shows that pay scale practices of the University is resulting on intuitive decision of the top management regardless of proper job grading processes and lacking commensuration with internal alignment and external market pressures. Accordingly, the researcher concluded that emphasis should be given to periodically review of the pay policy and scale up on meeting standardized principles and procedures. Furthermore, pay in-equitability and unfairness is also becoming severe. Therefore, the University ought to effort promoting equal pay for work of equal volume and shall seek to provide salaries that attract, retain and motivate competent employees.