Salary Analyses Regarding Inadequate Compensation: The Consistent Challenge to Retain Staff and Faculty in Higher Education

This Strategic Research Project examined the critical issue of faculty and staff retention in a higher education setting in Broward County, Florida, focusing on the impact of inadequate compensation on employee turnover. It began with a comprehensive analysis of the organization, detailing its background, mission, vision, and values. It assessed its reputation and sustainability through a Strengths, Weaknesses, Opportunities, and Threats analysis, as well as Internal and External Factor Evaluations. Through the synthesis of relevant literature, I defined the problem that exists in my organization and outlined the research methods and theoretical frameworks used by others to gain knowledge on the topic. I presented a detailed examination of the context, scope, and significance of the issue, as well as the possible solutions that could assist in improving the challenge. I explored competitive compensation and benefits, supportive work environments, clear career pathways, and work-life balance initiatives and evaluated each solution for its advantages and disadvantages. I then selected the most viable solutions, conducting salary analyses and creating structured recognition programs, by evaluating data-driven measures of each. The evaluation of these strategies involved a Quantitative Strategic Plan Matrix, examining internal and external factors influencing the plan and assessing alternative attractiveness scores and organizational benefits. I then developed a detailed action plan for implementing the selected solution, outlining specific steps, timelines, roles, responsibilities, resources, and organizational support, while addressing potential barriers and resistance. The project concluded with reflections on the overall experience, an audio-visual presentation, and peer review, and offered recommendations and final conclusions.