Compensation adjustments may occur annually following the scheduled review cycle. These adjustments are not automatic and are subject to available funding and institutional priorities.
Key Principles:
Salary increases are intended to bring compensation in line with market benchmarks and address internal compression or equity issues.
In some years, the University may implement salary increases, which may include across-the-board adjustments affecting all eligible employees or targeted increases based on institutional priorities, market conditions, or other relevant factors.
Adjustments will be finalized in November, based on enrollment, census data and revenue streams.
Approved salary increases will take effect in January of the following calendar year.
Individual salary reviews may be conducted outside of the regular cycle in cases of critical retention risk, market sensitivity or significant changes in job responsibilities.
Approved faculty promotions will take effect in August of the applicable academic year to ensure alignment with the faculty contract period.
Equity reviews may be initiated by the Office of Human Resources to address identified disparities, pending available resources.
Position ranges will be shared with individual employees and respective hiring leaders in Workday, effective July 1, 2026 upon Go live.
» Human Resources » compensation
