Enhancing Our Work Together: A Partnership with Huron
At Ball State University, our mission calls us to support not only our students, but also the faculty and staff who make that mission possible every day.
As we continue to build on the strong foundation outlined in Destination 2040, we are taking a thoughtful step forward—focused on how we support our people and how we function as an institution.
To support this effort, Ball State is partnering with Huron, a consulting firm with deep experience in higher education.
What This Work Is—and Why It Matters
This initiative focuses on how we can better align our processes, systems, and support structures to serve our campus community.
At the same time, we remain committed to supporting a workplace where our faculty and staff can find fulfillment in their work and meaning in their lives.
As part of this effort, we will review our current job classifications, define job families, levels and competencies, align compensation structures, and identify clear career pathways for our employees. We will also conduct market benchmarking with peer institutions and relevant sectors.
This analysis will provide important context to inform our decisions and help us remain competitive while continuing to manage our resources responsibly.
How This Work Applies Across Employee Groups
The table below shows how key components of this project—classification, job families and levels, competencies, and market benchmarking—apply to different employee groups:
Employee Group Table
Employee Group |
Classification System |
Job Families & Levels |
Competencies |
Market Benchmarking |
Faculty | No | No | No | Yes |
Professional | Yes | Yes | Yes | Yes |
Staff | Review Current | Yes | Yes | Yes |
Service | No | Job families only | Yes | Yes |
Most components of this work will apply to professional and staff positions. Faculty and service roles will be impacted more selectively, with benchmarking included for all groups.
Why Huron
Huron brings experience working with colleges and universities across the country to improve operations and support long-term sustainability.
Their role is to:
- Listen to members of our campus community
- Review our current processes and systems
- Identify areas where we can improve
- Offer recommendations informed by their work in higher education
This partnership allows us to take a thoughtful and informed approach—one that reflects both national experience and Ball State’s values.
What to Expect
This work will take place over time and will include engagement with faculty, staff, and campus leaders.
Throughout the process, Huron will work with University leadership and campus partners to:
- Gather input and perspectives
- Review how we currently operate
- Identify opportunities to improve how we serve one another
Our goal is to ensure that any future decisions are informed and aligned with our institutional priorities.
Our Commitment
Ball State’s enduring values continue to guide this work.
We will approach this effort with transparency and care, with respect for the people who make our University strong.
As we move forward, we will continue to focus on:
- Supporting our faculty and staff
- Improving how we operate
- Advancing our mission
Frequently Asked Questions
Faculty, Professional, Staff, and Service employees are included in this project, but in different ways.
- Job Families: Professional, Staff, and Service
- Competencies: Professional, Staff, and Service
- Classification System: Professional
- Market Analysis: Faculty, Professional, Staff, and Service
The University will not be making immediate pay adjustments. This project will help us understand how current compensation compares to the market and will inform compensation planning going forward. We will balance the need to remain competitive with available resources when prioritizing any future increases. There are no guaranteed pay increases as a result of this project.
No.This project does not include individual desk audits.
The Staff classification system will be reviewed as part of this process to ensure alignment with the Professional classification system. Adjustments may be made based on that review.
No. The purpose of the compensation study is to understand how the University’s compensation compares to the market so we can make informed decisions over time. Reducing pay is not part of this effort.
This is a common and valid concern in a university environment, where many roles span multiple functions. Positions are classified based on the primary purpose of the role, essential duties, level and complexity of the work, and overall impact.
No. This study evaluates the role, not the individual in the role. Performance reviews and compensation decisions related to performance are handled separately.
This project is intended to support:
- Fair and consistent pay practices
- Clear career paths based on competencies
- Greater transparency in how roles are defined and compensated
Huron Consulting Group is partnering with People and Culture, along with more than 100 faculty and staff members from across campus who are serving on advisory and steering teams. These groups will provide input and feedback throughout the process.
As an immediate result of this work, Ball State does not plan to:
- Change the core responsibilities of any position
- Adjust reporting lines, including direct supervisors
- Reduce employee pay
- Eliminate positions
This work is intended to provide greater consistency in how roles are structured and how pay decisions are made. We do not anticipate changes to day-to-day responsibilities.
We expect the initial phase of the project to be completed by Spring 2027. Full implementation will take longer, with an estimated timeline of three to five years.
We are committed to transparency throughout this process. Updates will be shared regularly as decisions are made and resources are developed. You can expect communication from People and Culture via email, along with ongoing updates to this website.
This project addresses a long-standing need to ensure the University remains competitive and uses its resources responsibly in how we classify and compensate employees. It is funded with one-time dollars designated for strategic initiatives—not recurring funds used for salaries. Engaging an external partner for a defined period allows us to complete this work efficiently without adding permanent positions or increasing ongoing costs.
A job family is a group of roles that share similar types of work and responsibilities. Job families help create clearer structure and consistency across roles.
Competencies describe the skills, knowledge, and behaviors needed to be successful in a role. They can help guide hiring, development, and career growth.
A classification system is a structured way of organizing jobs based on the type of work performed, level of responsibility, and scope of the role. This helps ensure consistency across positions.
Market analysis involves reviewing external labor market data to understand how similar roles are structured and compensated. This helps provide context as we make informed decisions.