Compensation Topics Classification Studies Overtime Pay Exempt/Non-Exempt (FLSA) Reclassification Process & Policies Labor Market Information Salary Adjustments for Civil Service Employees Merit Pay Programs

Compensation Resources Compensation Staff Job Classification Descriptions Salary Floors, Ranges, & Steps Pay Plans Glossary of Compensation Terms

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The Compensation Division coordinates, evaluates, and advises the University community on staffing, job classification, and pay programs. The Compensation staff works with academic and departmental units to determine the University’s compensation needs and provides expertise in the following areas:

• Evaluating and classifying new and existing positions
• Developing pay structures
• Providing, developing and housing market pay systems
• Consulting with units to develop and maintain incentive and recognition programs
• Developing, maintaining and consulting on University compensation-related policies and procedures
• Interpreting and training managers on federal, state, and local laws and regulations as they relate to pay
• Providing training on compensation-related matters

The University's compensation philosophy is reflected through the following guidelines:

• Ensure internal equity amongst University classifications
• Achieve and maintain appropriate labor market competitive salary levels
• Provide flexibility to address collegiate or unit needs while maintaining parameters established for the entire institution
• Recognize and reward

Functions of OHR Compensation Division

• Classification: Guidance and determinations on classification of new or reclassification of existing positions.
• Incentive programs: Ensure compliance and offer technical advice on incentive program design and use.
• Market surveys: Develop, maintain, and report market data sources.
• Merit programs: Technical advice on merit program design, use, and compliance.
• Performance appraisal: Advice on performance appraisal design and use; approve and ensure compliance.
• Policy: Develop new and/or revised compensation policies.
• Salary plans: Research, design, and implement wage and salary plans and other pay delivery programs.