The objective of the university's compensation program is to attract, retain, motivate and reward faculty and staff fairly, equitably and competitively. The university is committed to fair and equitable compensation that compliments the responsibilities of the position and the performance of the incumbents.
Compensation rates for Faculty and Executive, Administrative and Professional (EAP) positions are set based on (1) market data for similar positions within local, regional and/or national markets, (2) sensitivity to internal equity, and (3) available fiscal resources. The market data is updated on a regular basis.
Market ranges for EAP positions are set at 80-120% of the market average for each position. The minimum rate will normally apply to new staff possessing qualifications not significantly greater than the minimum required. Salaries above the maximum must be justified in writing by the appointing officer and approved by Human Resources.
Staff members may review current market data for their position from Becky Berrevoets in Human Resources.
Salary & Pay Adjustment Information
Compensation Market Review
The process for requesting a compensation market review for a particular position is outlined below.
Please note, not all requests will follow the process same process; the outline below is to provide a general overview of what may occur when a compensation market review is requested. Each request will be reviewed on a case-by-case basis and process will vary by request. Next steps will be determined based on the results from the prior step.
- A request is submitted to the departments HR Generalist or Compensation Analyst by the supervisor or employee.
- Employees should notify their supervisor of their submission request, as the supervisor will be looped into the review discussion at the next step.
- HR will request an updated job description from the supervisor (employee and supervisor should partner on this step to ensure the job description accurately reflects the duties of this role).
- Employees and supervisors can ensure the process runs efficiently by preparing job description updates prior to their initial outreach request.
- Job description updates should be based on the needs of the specific role and not an individual employee.
- Once an updated job description has been received, HR will review the job description in further detail with the supervisor to ensure accuracy. After updates have been finalized, a market data review by our compensation team will be conducted, as necessary. This step can take approx. 2-4 weeks to be completed.
- After the market review has been conducted, a compensation team member, supervisor, or both will connect back with the employee to discuss the results.
- If a salary adjustment is recommended per market review findings, the supervisor will move that request through the departmental approval processes to determine viability based on budget/other factors.
- If no resolution is reached, the faculty or staff member is welcome to meet with their appointing officer. If no resolution comes from this meeting, the faculty or staff member is welcome to meet with their executive officer. The executive officer's decision shall be final.
**Market review findings and recommendations will help provide the supervisor and department an outline for compensative compensation for a particular role. This is to be used as an outline and does not serve as a guarantee for compensation increase.