The University of Rhode Island is moving forward with the implementation of the Compass Compensation Initiative, a major modernization of our classification and compensation structure for non-classified staff. After completing an extensive review and design phase, we are now preparing to put these improvements into practice beginning this fall.
This next phase represents an important milestone in our commitment to building a transparent, equitable, and market-informed system that supports our workforce and aligns with URI’s strategic priorities.
What Is Happening Now?
Following months of analysis, consultation, and design, the Compass Compensation Initiative is entering its implementation phase. Over the summer and through fall of 2026, URI will begin rolling out the core components of the new structure, including:
- A cohesive and clearly articulated compensation philosophy
- A modern job architecture and defined career pathways
- Groupings of job families and sub-families aligned with competitive market benchmarks
- Tools and processes to support fair, consistent compensation decisions
These updates are designed to make our system easier to navigate, more transparent, and better positioned to support employee growth and recognition.
Why This Matters
By putting this work into practice, URI is taking meaningful steps to strengthen its commitment to a people-centered culture. Through implementation, we aim to:
- Ensure pay practices are competitive and equitable
- Enhance recruitment and retention through consistent, modern compensation practices
- Offer employees a clearer understanding of how their contributions fit within the broader job families and sub-families
- Ensure managers and employees have a clear understanding of how compensation is determined.
- Setting the stage for understanding career pathways and development opportunities.
What to Expect During Implementation
As components of the new structure are introduced, this website will serve as your central resource for:
- Implementation timelines and key milestones
- Training, FAQs, and other resources for supervisors and employees
- Communications about impacts and next steps
We are committed to ensuring a smooth transition and will continue to share updates as additional elements go live.
Project Scope
Included:
- Non-classified staff positions
Not included:
- Classified civil service staff
- Faculty
- Post-Doctoral Fellows
- Athletic coaches
- Graduate Assistants
Campus subject-matter experts and governance groups will continue to be engaged as we move through the implementation stages.
We’ve shared so much about what the Compass Comp project is, so we thought it would be helpful to also share what the project is not, namely:
- A budget reduction or cost-cutting exercise
- A redesign meant to change individual jobs
- A general increase or automatic increase in pay
n across-the-board salary increase program - A one-time or short-term effort