Market-based pay is an approach to compensation that uses external salary date to help inform pay decisions. This is achieved by market pricing positions requiring collection and interpretation of market data external to the organization. Positions are \u201cmatched\u201d to comparable roles in reputable third-party salary surveys to understand competitive market pay and support fair, consistent compensation practices.<\/p>\n\n\n\n
Staff will not see a reduction in their pay, or a general or automatic increase in pay, <\/strong>as a result of this initiative. As part of this initiative, the university is establishing a compensation structure that will allow for fair and transparent compensation decisions, including pay ranges that better represent our pay practices and market benchmarks. Another outcome will be new compensation levels and pay grades, as well as titling guidelines to create consistencies across URI. This is critical to support transparency and foster greater understanding about career pathways.<\/p>\n\n\n\n Compass Compensation is designed to build a more consistent, market-informed framework for compensation decisions. While is not an automatic salary adjustment program, market data and defined pay ranges will help guide future compensation decisions and support equitable and competitive compensation practices. HR will continue to review compensation practices and provide guidance to departments to support fair and informed pay decisions.<\/p>\n\n\n\n While many roles can be matched to positions in external salary surveys, some are more specialized or may include a blend of responsibilities. In these cases, roles are evaluated based on factors, including primary responsibilities, scope, required knowledge, skills and experience, and with similar positions across the University. The University uses reputable third-party compensation surveys that provide reliable and relevant data for higher education and comparable employers. Multiple data sources were used to ensure that compensation decisions are informed by a broad understanding of the labor market.<\/p>\n\n\n\n The initiative establishes market-informed pay ranges that will guide future compensation decisions. Individual salaries are influenced by multiple factors, including relevant experience, education, skills, performance, internal equity, and budget considerations.<\/p>\n\n\n\n The University plans to review market data and compensation structures periodically to maintain competitiveness and align with evolving market conditions.<\/p>\n\n\n\n By using a structured job architecture, consistent evaluation criteria, and market-informed compensation practices, the framework helps support fair and consistent compensation decisions across the University<\/p>\n\n\n\n Compass Compensation is designed to support both external competitiveness and internal equity. While market data helps the University understand competitive pay practices, positions are also evaluated using consistent criteria such as job responsibilities, scope, required knowledge and skills, and career level. This helps ensure that employees performing similar work with similar levels of responsibility are placed within the same compensation framework and that compensation decisions are made consistently across the University. Compass Compensation provides a structured foundation for informed and equitable compensation practices moving forward.<\/p>\n\n\n\n One of the goals of Compass Compensation is to create greater consistency and transparency in how positions are evaluated and compensated. By establishing a common job architecture, career levels, and pay structures, the University can better support equitable compensation practices across similar roles. While the initiative is not an automatic salary adjustment program, the framework provides a foundation for more consistent compensation decisions over time.<\/p>\n\n\n\n Compass Compensation is separate from annual compensation processes. Existing agreements, negotiated increases, and university compensation programs will continue to be administered through established processes unless otherwise communicated. <\/p>\n\n\n\n A future goal is to implement performance-based salary increases that reflect an employee’s individual performance and contributions. This approach supports the university’s commitment to recognizing employee contributions, rewarding results, and encouraging continued growth and development.<\/p>\n\n\n\n Compass Compensation is not designed as a step-based or longevity pay system where salary progression occurs automatically based on time in position<\/strong>.<\/p>\n\n\n\n As Compass Compensation is implemented, the University’s immediate compensation priority is to ensure employees are paid at least the minimum of their assigned pay range. Employees whose current salary falls below the minimum of their new range will receive an adjustment to bring their pay to the range minimum. The new job architecture and pay range structure provide the foundation for future compensation decisions and investments. Over the next several years, the University will continue to evaluate market posture and align pay with the compensation philosophy to build a more equitable, transparent, sustainable compensation program for the years ahead.<\/p>\n\n\n\n A job family is a group of positions that perform similar types of work and require related knowledge, skills, and experience. Job families help organize roles and provide clearer career pathways across the University.<\/p>\n\n\n\n Career levels are based on factors such as responsibility, complexity of work, decision-making authority, leadership expectations, experience requirements, and organizational impact.<\/p>\n\n\n\n What is the difference between a job profile and a job description? <\/strong><\/p>\n\n\n\n A job profile is an internal HR designation that groups positions with similar responsibilities, required skills, career levels and compensation structures. Job profiles are a general description of the responsibilities and requirements. Job profiles support talent management, career development, compensation administration, and organizational planning.<\/p>\n\n\n\n A job description defines a specific position within a team, unit and organization. This is a more detailed description of the responsibilities, tasks, expectations and requirements of the position.<\/p>\n\n\n\n What is the difference between a business title and a job profile?<\/strong><\/p>\n\n\n\n A business title is how employees are known within and outside URI. Business titles help describe the role and responsibilities in a way that is meaningful to colleagues, donors, partners, and the community. A job profile is an internal HR designation that groups positions with similar responsibilities, required skills, career levels and compensation structures. Job profiles support talent management, career development, compensation administration, and organizational planning.<\/p>\n\n\n\n Because business titles and job profiles serve different purposes, business titles will not match job profiles. This does not change the role, responsibilities, or reporting relationships. Instead, it allows URI to maintain a consistent framework for managing jobs internally while providing flexibility in how roles are represented externally.<\/p>\n\n\n\n Supporting career growth is a critical component of this initiative. The new job architecture introduces defined job families, career levels and clearer career pathways to help staff understand how roles are connected across URI and identify opportunities for growth. . Having a consistent and transparent structure will illustrate career pathways and advancement opportunities so staff can map out long-term opportunities for growth and development.<\/p>\n\n\n\n While not all roles will have the same number of advancement levels, the framework is designed to make growth opportunities more visible. This may include upward movement where available, as well as lateral transitions, skill development, and expanded responsibilities within or across job families. The intent is to provide employees with greater clarity about potential paths for growth over time.<\/p>\n\n\n\n One goal of the framework is to make career pathways more transparent, helping employees identify opportunities for advancement or lateral movement across departments and job families. <\/a> Managers and employees can use career levels and job profiles to discuss skill development, experiences, and competencies that may support future advancement opportunities.<\/p>\n\n\n\n Promotions will continue to be based on business needs, qualifications, performance, and available opportunities, while being supported by clearer job structures and career levels.<\/p>\n\n\n\n Implementation of Compass Comp does not nullify specific contract language related to reclassifications under Collective Bargaining Agreements. Questions about specific contractual provisions should be addressed to respective Union leaders.<\/p>\n\n\n\n Compass Compensation will be implemented in phases, with communication shared at key milestones throughout the process. As elements such as job families, pay structures, and role placements are finalized, employees will receive advance notice before changes take effect. The University is committed to providing clear and timely communication to help employees understand what to expect during implementation.<\/p>\n\n\n\n No. This initiative will not change roles, responsibilities or individual job descriptions. Job families, subfamilies and job profiles have been developed to help managers write job descriptions. As a reminder, managers and employees should review job descriptions on an annual basis and update as appropriate.<\/p>\n\n\n\n Compass Compensation applies to non-classified staff positions at the University. It does not apply to classified civil service staff, faculty, or other excluded groups. Compass Compensation establishes a consistent framework for classifying roles and guiding compensation decisions across non-classified staff positions. While funding sources, such as grant or \u201csoft money,\u201d may continue to determine how positions are funded, the overall job structure and compensation approach are intended to be applied consistently. Additional guidance will be shared with departments that manage grant-funded roles.<\/p>\n\n\n\n Yes. The framework will help guide hiring practices, including position classification, salary range assignment, and offer development for new hires.<\/p>\n\n\n\n Compass Compensation does not change an employee’s job responsibilities, supervisor, department, or employment status. It is not an automatic pay increase program, nor will it reduce an employee’s current salary. The initiative focuses on establishing a consistent framework for job classification, career levels, and compensation practices across the University.<\/p>\n\n\n\n Compass Compensation establishes a consistent framework for jobs and compensation, but it does not automatically change business titles. Rather than making widespread title changes during implementation, we will take a thoughtful and phased approach to reviewing business titles. The University recognizes there may be opportunities to improve title consistency and is developing title guidelines to support future title reviews and alignment. <\/p>\n\n\n\n Compass Compensation is intended to provide greater clarity about how jobs are organized, how compensation decisions are made, and what career pathways may be available. The goal is a more transparent and consistent experience for employees across the university. <\/a><\/p>\n\n\n\nWhat happens if my current salary is not aligned with the external market?<\/h3>\n\n\n\n
How will roles be evaluated if they don\u2019t have a clear market match?<\/h3>\n\n\n\n
For positions where employees \u201cwear multiple hats,\u201d placement is determined by the primary purpose and majority of responsibilities of the role and where employees spend the majority of time over the course of a year. This helps ensure that all positions are appropriately aligned within the job framework while bringing greater clarity and consistency to roles that may have evolved over time.<\/p>\n\n\n\nHow were salary surveys selected for market comparisons?<\/h3>\n\n\n\n
How were the pay ranges developed?<\/h3>\n\n\n\n
How often will compensation data and pay ranges be reviewed?<\/h3>\n\n\n\n
How does Compass Compensation support pay equity?<\/h3>\n\n\n\n
How does Compass Compensation address internal equity?<\/h3>\n\n\n\n
Will Compass Compensation help address pay differences between employees performing similar work?<\/strong><\/h3>\n\n\n\n
How does this impact salary increases?<\/strong><\/h3>\n\n\n\n
What you can expect at implementation?<\/strong><\/h3>\n\n\n\n
\n\n\n\nJob Architecture<\/strong><\/h2>\n\n\n\n
What is a job family?<\/strong><\/h3>\n\n\n\n
How are career levels determined within a job family?<\/strong><\/h3>\n\n\n\n
\n\n\n\nCareer Growth & Development<\/h2>\n\n\n\n
How will Compass Compensation support growth and career advancement?<\/h3>\n\n\n\n
How will this Compass Compensation support career growth, especially for roles with limited upward pathways?<\/h3>\n\n\n\n
Will Compass Compensation create more opportunities for internal mobility?<\/strong><\/h3>\n\n\n\n
How will promotions be handled under the new framework?<\/strong><\/h3>\n\n\n\n
How does implementation of Compass Comp impact provisions of Collective Bargaining Agreements related to reclassification requests?<\/strong><\/h3>\n\n\n\n
\n\n\n\nImplementation & What to Expect<\/h2>\n\n\n\n
When will employees learn about their placement, and how much notice will be provided before implementation?<\/h3>\n\n\n\n
Will my job description change as a result of this initiative?<\/h3>\n\n\n\n
\n\n\n\nScope & Eligibility<\/h2>\n\n\n\n
Which employees are included in Compass Compensation?<\/h3>\n\n\n\n
Non-classified employees are those who have higher education professional roles that are generally not offered at other State Agencies such as the DMV or DEM. This includes research, academics, and student affairs roles. If you are in PSA, PTAA, MPA, or AAUP you are a non-classified employee.<\/p>\n\n\n\nDoes Compass Compensation apply to grant-funded (\u201csoft money\u201d) positions?<\/h3>\n\n\n\n
Does Compass Compensation affect future hires?<\/strong><\/h3>\n\n\n\n
What will Compass Compensation not change for employees?<\/strong><\/h3>\n\n\n\n
Will titles change as a result of Compass Compensation?<\/strong><\/h3>\n\n\n\n
What’s in it for me?<\/strong><\/h3>\n\n\n\n