For questions about the Classification and Compensation Project, please review the FAQs below.

If you don’t see your question here, please contact Laura Kenerson at 874-5271. This page will continue to be updated through the launch of the project.  

Why are we doing this project? 

It is common for employers to periodically review and update their human resources processes and systems. At URI, it has been many years since we’ve holistically reviewed our classification and compensation system. 

A new job classification and compensation system will help URI achieve its strategic priority to Foster an Inclusive Culture. In particular, the project will support our institutional goal to attract, recognize, and retain outstanding faculty and staff. The project’s goals are: 

• To provide an equitable salary structure that also enables URI to be competitive with other employers and higher education institutions over the long-term. 
• To articulate and expand opportunities for staff career progression. 
• To foster a culture of excellence that provides development opportunities, recognizes achievement, and rewards outstanding performance.  

What is a classification and compensation study? 

A classification and compensation study will look at how URI groups, defines, and pays staff jobs. The study draws upon internal information – like our current job descriptions and pay structure – but also looks at external information like salary data and approaches taken by other universities. The study may produce recommendations for new job categories, titles, pay grades, and pay administration policies. As a result, the study will help us understand how our compensation system compares to peers and competitors, enabling us to pay our staff more effectively and equitably.  

What jobs are part of this project? 

The positions covered by the project are non-classified staff positions. 

These non-faculty positions fall under the jurisdiction of the URI Board of Trustees as delegated by R.I. legislative statues, and include those executive, administrative, technical and research positions that are primarily unique to Rhode Island’s public higher education institutions.  

Some examples are deans, assistant directors, managers, research associates, academic program coordinators, residence hall directors. 

This study does not include:

• Classified positions in the Rhode Island state civil service which fall under the jurisdiction of the R.I. Merit System Law, as administered by the R.I. State Department of Administration.
          –  At URI, these positions include administrative support, service trades and some skilled nursing
             and medical positions in Health Services.
          –  Some examples of classified positions are electricians, housekeepers, senior maintenance
              technicians, higher education administrative assistant, fiscal clerk and registered nurse.
• Graduate assistants

• Faculty

Can my job title change?  Can my job be eliminated as a result of the study? 

Job titles may change, but the study will not impact employment.  No job eliminations or pay reductions will take place as a result of this study, and cost reduction is not the objective of this project. The goal of the project is to provide insight and information concerning our current job classification and compensation system and policies. 
 

Will the study change my pay? 

Not necessarily. The primary purpose of the study is to create new structures and processes for setting and adjusting pay. No “automatic” pay increases will be made. We will also not reduce pay as a result of this study. No job eliminations or pay reductions will take place as a result of this study.  
 

Will this study bring URI compensation to “market levels”? 

This study will look at URI’s compensation levels compared to the marketplace regionally, within public higher education, and, in some cases, nationally. It will provide insight into how our salaries compare to the labor markets in which we compete for talent. This information will help our leadership formulate an updated competitive compensation philosophy and will inform how we manage pay over the long term. 
 

Will this study address salary compression? 

Salary compression occurs when a new hire earns close to or more than an employee with more responsibility or a longer period of service might earn. The classification and compensation study will likely include processes to help us avoid compression in the future. Individual instances of compression are not a direct focus of this study and should be addressed through HR and unit leaders on campus when they arise.   
 

How long will it take for this work to be completed? 

This is a multi-year effort. We will continue to work closely with all relevant unions and University stakeholders as we review and address recommendations from the study, and will prioritize sharing regular updates with our community.   

Who on campus will be involved in this work? 

URI Human Resources is leading this project. This office has engaged with and will continue to work with academic and administrative leaders and stakeholders across the University throughout this project.

 10/30/2024