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

If you don’t see your question here, please contact Anne Marie Coleman 874-2414. 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: 

1. To provide an equitable salary structure that also enables URI to be competitive with other employers and higher education institutions over the long-term 

1. To articulate and expand opportunities for staff career progression. 

1. 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 project is focused on non-classified staff positions.  A breakout of groups that fall in and out of the scope of this review is included below. 

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 

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 creates 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? 

The process of designing the new system and making recommendations will take the rest of this calendar year (2024). We anticipate changes to take place in phases over the course of 2025 and beyond.  
 

Who on campus will be involved in this work? 

URI Human Resources is leading this project. We will also be bringing together a URI Advisory Committee to give input on the process and recommendations. 

As more specific recommendations are developed, campus subject matter experts and governance groups will be invited to provide input. 

 01/31/2024