The Compensation and Classification Department ensures the University maintains fair, competitive, and legally compliant pay and job classification practices to attract and retain talent. The team partners with colleges and units to analyze market data, manage job classification systems, design reward and recognition programs, and provide guidance on pay policies and regulations such as equity laws and the FLSA.
Grounded in the University’s compensation philosophy, the department focuses on creating competitive pay structures, rewarding exceptional performance, and ensuring salary decisions consider performance, internal equity, experience, and expertise.
Browse & Find
Job Classification
Learn about the University’s job classification process and its role in ensuring positions are accurately defined and consistently applied. Find helpful resources to support position documentation and classification processes, including the Position Description Job Aid, reclassification guidance for P&A, Civil Service, and Labor-represented roles, and the Supervisory Change Form.
Job Families and Salary Ranges
Learn how the University organizes Civil Service and P&A roles into job families that group similar responsibilities across the institution. This page includes guidance on job family structures, salary ranges, role definitions, and annual salary updates, supporting transparent pay practices and defined career paths. Users can also search job classifications for detailed role information.
Types of Salary Adjustments
Explore the types of salary adjustments available to Civil Service and P&A employees, including merit increases, in-range adjustments, and temporary assignment augmentation. This page also includes information on market reviews and related compensation updates.
Types of Salary Adjustments for Civil Service and P&A Employees
Pay Practices Policy and Guidelines
Find pay practice policies and guidelines by specific job groups to ensure University policy and standard guidelines are applied consistently.
Compensation Planning
Find guidance on how compensation is planned, allocated, and implemented across the University. Available resources include Compensation Instructions for Faculty, P&A, and Civil Service, Merit Increase Design Options, Market Adjustment Accounts, Undergraduate Student Compensation Instructions, Job Family Salary Ranges, Other Salary Ranges and Floors, Postdoctoral Associate Compensation Instructions.
Consultation Services
The Compensation team provides a range of consultative services to help colleges and units make informed, equitable pay decisions. In addition to supporting the University’s merit pay program, they also offer labor market analysis to help leaders understand competitive pay practices. Together, these services ensure departments can reward high performance, attract and retain talent, and make compensation decisions that align with University goals and market realities.
Service Details
Labor Market Analysis Support
A labor market analysis shows how other employers with comparable positions pay their employees. An analysis can help University managers and supervisors determine the right pay level for a new position or current employee. It can also help them make decisions about retention or internal equity.
Requesting Market Data
For help in determining the appropriate pay for an employee in a broadbanded position, including labor market data requests, please contact your collegiate or administrative unit's HR department.
What Is the University's Labor Market?
The University's competitive labor market is defined as the organizations that are sources of new employees to the University, or the destinations for our departing employees. Some jobs are unique to the University, and labor market information may not be available. There may not be comparable jobs or market survey data for every job at the University.
The University compares itself to the service market (other employers providing the same product or service) as well as the labor market (other employers competing for the same talent or employees).
In general, labor markets vary from job to job. They may be local, regional, or national, both private sector and public sector, including higher education. They may include a broad range of employers or a specific type of employer.
Labor market information ensures fair compensation, helps to attract and retain University employees, and provides information so management can allocate resources effectively.
Making Pay Decisions
Market information is one factor that managers, supervisors, and human resource professionals consider in making pay decisions and recommendations. Other factors include:
- Internal equity within the work group
- Work performance
- Education, certification, licensure
- Related work experience
- University/college/unit budget