Managers are responsible for updating position descriptions as they change, providing Human Resources with updated descriptions if the position changes by more than 25 percent. Managers should also review position descriptions with employees at the time of the annual performance review.
The salary structure ranges (minimum, midpoint, and maximum) will be adjusted each year to reflect market trends. The structure is generally increased each year based on average annual salary range adjustments within higher education and general industry. Note that this adjustment is to the structure, not individual pay.
Periodically, UR will complete a thorough market analysis, including matching of benchmark positions to gauge significant changes in the market. This may result in some additional adjustments to the structure or grade assignments.
UR adheres to the following principles when conducting market pricing:
- Market data is sourced from credible published salary surveys with a representative number of organizations reporting data.
- Matches are selected based on the content and essential functions of the position and not on title alone.
- Survey comparison markets are aligned with the talent pool or labor market for the position.
- Market data is collected from both higher education and general industry survey sources.