Implementation Timeline

Implementing a market-based compensation program will help us establish equitable pay for existing employees, retain valuable employees and attract diverse and qualified candidates for open positions.​

the seven steps of MBC implementation in individual boxes, with steps 1, 2, and 3 shaded green to indicate complete

Reviewing all  jobs at the University and identifying comparable jobs to begin to create the compensation structure have been important phases in this process. Having completed those phases for non-teaching positions, we are now at the point that we are using independent market-based data to establish appropriate pay ranges for all  non-teaching jobs and establish the market median for all teaching jobs. The results of this work will be shared with employees on individual Market-Based Compensation Statements.  ​

Once this is complete, HR will conduct a full base pay analysis to include:​

  • Partnering with University leaders to gather feedback on each current employee’s experience, education and skills. When complete, this will allow us to review internal base pay equity.
  • Assessing how competitive our base pay is in relation to the external market.
  • Developing a multi-year strategy to prioritize future base pay increases to address any gaps identified in the analysis, as funding becomes available for this purpose.
  • Establishing the annual pay cycle which starts at the beginning of each calendar year and includes updating market data, conducting a base pay analysis in advance of the budget cycle and making base pay increases effective at the start of each Fiscal Year, if funding is allocated for that purpose. No funding is allocated for pay increases for FY2022.

Utilizing the Compensation Administration Guidelines by leaders throughout the year to aid in creating consistency in the administration of base pay decisions.

Who to Contact

MBC Transition Team 
Human Resources Logo

Updated: 07/19/21 HR