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Compensation Guidelines Index

Compensation Administration Guidelines

The Compensation Philosophy and Administration Guidelines on these pages apply to benefit-eligible, non-teaching positions, but do not apply to any employees within the Division of Industry and Defense Programs (IDP). (Printer-Friendly Compensation Guidelines)

While teaching positions follow faculty policies and procedures for the administration of compensation, the University will target its Base Pay Rates for teaching positions, in aggregate, at the market Median (50th Percentile) for comparable positions in the respective relevant market.

Functions in this section performed by the HR Compensation Team.

  • Job Descriptions
  • Job Leveling Framework
  • Job Titles
  • Job Family
  • Job Evaluation for Newly Created Jobs
  • Job Evaluation for Significant Changes to Existing Jobs
  • Pay Ranges and Salary Structure
  • Fair Labor Standards Act (FLSA)

Functions in this section performed by the HR Compensation Team.

Functions in this section performed by the University Leader

New or Changing Position

Functions in this section performed by the University Leader

  • Base Pay Rates for Existing Employees
  • Base Pay Rates for New Hire Offers (External Candidates)
  • Managing the Base Pay Rate within the Pay Range
  • Base Pay Rates for Rehires
  • Base Pay Rate Changes for Promotion (Internal Employees)
  • Base Pay Rate Adjustments for Demotion (Internal Employees)
  • Base Pay Rate Adjustment for Transfers (Internal Employees)
  • In-Range Base Pay Rate Adjustment (Internal Employees)
  • Base Pay Rate Adjustment for Movement within a Career Ladder (Internal Employees)
  • Off-Cycle Pay Adjustments
  • Business / Administrative Support Jobs
  • Technicians / Skilled Trades / Paraprofessionals
  • Business Professional
  • Leadership Levels
  • Determining the Need for a Working Title
  • Working Title Criteria

SME: JO
Updated: 09/12/2023 SA

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