What Is COMPASS COMP?

What comes to mind when. you think of a compass? 

They are used to guide, get direction and as a means to find one’s way to an end or destination. 

So it’s fitting that we use the metaphor of a compass for the major assessment and update of the classification and compensation system for URI’s non-classified staff. 

We are confident that this comprehensive study, using both external and internal resources, and its results will point us in the right direction in alignment with the strategic plan in acknowledging the critical importance of our most valuable resource, our employees. 

This website will serve as a clearinghouse of information throughout the project, and will share updates and chart progress throughout the study.  

Welcome to COMPASS COMP!

At the University of Rhode Island, we seek to foster an inclusive, people-centered culture that will continue to attract, recognize, and retain the best talent. In alignment with this strategic priority, we will need a well-structured, transparent, and equitable compensation system. As such, we are announcing the launch of a comprehensive review and revision of our classification and compensation structure for non-classified employees. Our goal is to have a new structure that will offer a user-friendly, easy-to-understand platform that provides clear pathways for advancement, rewards outstanding performance, and supports equitable, competitive compensation.     

The modernization of our classification and compensation structure will result in the development of a cohesive compensation philosophy, formal job architecture and career pathing, new job profiles that will enable us to clearly benchmark the work performed to the competitive market, and policies and processes to sustain improvement.   

To ensure that our new system embeds current leading practices, we will be partnering with Huron Consulting Group, a management consulting firm with extensive experience in higher education compensation. The design process will continue through the remainder of the 2024 calendar year, with changes taking place in phases over the course of 2025 and beyond.  

Included within the scope of this project:  

• Non-Classified Staff   

Not included within the scope of this project 

• Classified Civil Service Staff 
• Faculty 
• Graduate Assistants   

Additional details about the project will be forthcoming through the course of this initiative, and a Frequently Asked Questions document will be distributed to provide additional context. As we develop our recommendations, we expect to launch further campus-wide communications, sharing our progress, identified improvements, and their expected impacts. As more specific recommendations are developed, campus subject matter experts and governance groups will be invited to provide input.  

In the meantime, if you have any questions, please reach out to Laura Kenerson at 874-5271.  

Classification and Compensation Project FAQ’s

Key Terms and Glossary