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Salary Structure

Criteria for Assigning Benchmark Positions to a Grade

Positions are assigned to salary grades primarily based on their market value. Many positions at UR are benchmark positions. This means that positions with similar responsibilities and skill requirements are typical in the market and reliable pay data can be found in published surveys. Benchmark positions are assigned to a grade with the midpoint closest to the market median for the position. The internal equity of all assigned positions is reviewed before finalizing grade assignments.

Criteria for Assigning Non-Benchmark Positions to a Grade

For other positions, market data may not be available; these are called non-benchmark positions. This occurs when positions are found in the market, but not included in salary surveys. In some cases, positions are developed around the skills and expertise of individuals, or to accommodate specific organizational needs. Non-benchmark positions are assigned to the salary structure by comparing the non-benchmark position to other benchmark positions at the University. Positions are compared by considering:

  • Knowledge and Skills: The formal and informal expertise needed to perform the duties of the position on a day-to-day basis. Example: Accounting rules, standards, and procedures.
  • Experience: The amount of prior experience in the same or similar position required to perform the duties.
  • Autonomy: How much supervision the position requires.
  • Influence: The impact that a position has on key organizational imperatives. Example: Financial health, academic quality, or effectiveness of services provided within the institution.
  • Scope of Responsibility: The breadth or range of the position's operational influence within the institution. Example: University-wide scope, division, or department.
Maintaining the Salary Structure

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.

Market Pricing Guidelines

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.