| Base Pay | Base pay is salary paid for a job performed. It does not include any premium pay such as shift differentials, overtime pay, supplemental pay or any pay element other than the base rate. |
| Business Title | A customized, descriptive title that provides additional clarity about an individual employee’s responsibilities and scope within their job profile. |
| Career Stream | A description of the fundamental nature of work being performed. URI’s career streams are operational, professional and managerial/leadership. (Compensation Framework) |
| Operational Contributor Career Stream: Provides support and/or services in a “hands-on” environment that contributes to regular operations. Positions in this category are generally paid hourly. |
| Professional Contributor Career Stream: Designs, implements, guides, and/or delivers processes, programs, and/or policies. Typically requires attainment of advanced education and/or equivalent advanced learning through experience. Positions in this category are most often salaried. |
| Manager/Leader Career Stream: Plan, prioritizes, and/or directs responsibilities of employees; and/or manages strategy and policy development for a function, unit, or department. Positions in this category have multiple direct reports. |
| Compensation Philosophy | A compensation philosophy sets the foundation of an organization’s compensation framework and establishes a cohesive set of principles for all levels for decisions around salary. |
| Job Architecture (Framework) | A job architecture is a standard framework used to organize positions relative to the work performed. Components include job families, subfamilies, job profiles, career streams and job levels. |
| Job Description | A job description outlines the position’s primary responsibilities, identifies the knowledge, skills and abilities, and outlines the expectations. Job descriptions focus on core responsibilities rather than every task, allowing flexibility as duties evolve over time. |
| Job Family | A grouping of positions involving similar types of work and requiring similar knowledge, skills and abilities. The job family helps organize related jobs for purposes of pay and career progression. |
| Job Levels | Job levels differentiate the complexity of job profiles. Defined dimensions are used to distinguish the job levels within a career stream. The dimensions include complexity, accountability, knowledge, autonomy and communications. |
| Job Posting (Job Advertisement) | A job posting is a candidate facing advertisement designed to attract qualified prospective talent to the University. It highlights the purpose of the position, key responsibilities, qualifications, benefits and why someone would want to work at the institution. Job postings are written in engaging, inclusive language and may be tailored to support recruitment marketing, while aligned with the approved job description. |
| Job Profile | A broad category that reflects the primary purpose of a job and its relationship to other roles. Positions within the same job profile typically require similar education, experience, competencies and have comparable market value. |
| Job Subfamily | A job subfamily is a subset of a job family, usually more specialized in nature. Examples include: Compensation, Benefits, Talent Acquisition are subfamilies for the Human resources job family. |
| Market Pricing | A blend of compensation surveys that aggregates data points to provide a targeted salary range for similar roles. Survey data is compared across higher education and other industries as well as local, regional and national data to develop the right blend for market pricing for each role. |
| Pay Equity | Pay equity refers to compensating employees who are performing substantially similar or comparable work in an equitable way based on their responsibilities and experience. Equitable is different from equal since staff may have different related experience. |
| Pay Ranges | Pay ranges are based on the scope and accountability with lower and upper limits that reflect the market pay for the position. |
| Salary Survey | URI participates in and reviews compensation data from third-party survey providers to understand pay practices across higher education and relevant industries in the Northeast region and Nationally. Salary surveys are used to ensure market competitive and fair pay. |
| Total Rewards | Compensation is one part of URI’s Total Rewards approach. Employees may also have access to a comprehensive package that can include, but is not limited to, paid time off, health and wellness benefits, tuition reimbursement, an employee assistance program and additional resources that support overall well-being. |
