Compensation
Find information about starting salaries, salary increases, and more.
Evaluation
Find evaluation resources for supervisors.
Salaries and overload
Find salary ranges by employee rank and type, including overload and extra duty assignments.
The Βι¶ΉΣ³» is committed to a comprehensive, fair and equitable compensation program in order to fulfill its mission as a land-grant and Tier 1 research university.
This program will focus on attracting, retaining, motivating, and rewarding a diverse, qualified, creative, and dedicated workforce. It will reflect the values, characteristics and mission of the Βι¶ΉΣ³» which, as a state-assisted institution, bears the responsibility of administering resources devoted to faculty compensation in an efficient and effective way. Classified staff compensation is governed by the Βι¶ΉΣ³» Legislature and Governor's office.
The University recognizes the intrinsic value of benefits afforded to its employees in addition to direct salary compensation. These benefits include health and wellness benefits, retirement programs, quality of work-life as evidenced by workplace conditions, staff, competitive salary and benefits, job security, safety and opportunities for development, and a challenging, empowering, and professional environment conducive to a high level of achievement in the context of an internationally recognized university setting. Within the boundaries of financial feasibility, faculty compensation shall be externally competitive and internally equitable and shall be based upon professional preparation and performance as recognized in the context of departmental requirements and expectations.
All employees have an annual base salary or hourly pay rate. Base salary can be increased through cost-of-living adjustments and merit increases. Additionally, faculty are eligible for academic promotions, administrative in-grade promotions or promotions to a new grade, equity adjustments, and/or compression/salary assessment study adjustments that impact base salary.
Overload, supplemental salary adjustments, stipends and temporary adjustments are available under specified conditions and do not impact base salary. Supplemental pay — overload, supplemental salary adjustments and stipends — may not exceed 50% of base salary. An increase or decrease in base salary may also occur through a transfer, reorganization or demotion.
All university employees are responsible for integrating the university's commitment to Affirmative Action and Equal Opportunity in all recruitment, promotion, and compensation evaluation actions.
The Βι¶ΉΣ³» System of Higher Education (NSHE) is responsible for reviewing the salary structure to determine how inflation and other factors have impacted the University's compensation system. Salaries will be systematically and periodically reviewed by researching and evaluating wage and salary data and trends to assure that the University's compensation program remains competitive with the appropriate labor market.
HR is responsible for managing compensation policies and programs for all University faculty. HR's responsibilities include assisting in the following: developing, implementing and maintaining job evaluation plans, administering and updating compensation policies and procedures, evaluating newly created positions, evaluating and auditing existing positions, defending classification decisions through appeals processes, and serving as an informational resource to the University community on compensation issues.
University personnel with supervisory responsibility must be aware of the goals for the compensation program and for equitably administering the program.
Faculty and staff are expected to utilize their professional skills, knowledge and experience at a level that ensures the highest level of productivity.