June 8, 2012
One of the key capabilities underlying the strategic milestones on our Path to Prominence™ is staff excellence. The University of Delaware is a people-driven institution. In order to achieve the ambitious goals we have set, we must attract capable individuals and nurture the talented people who currently work here.
In April 2010, we formed a Compensation Leadership Group, consisting of administrative and academic leaders, to study and address the University's salary competitiveness with the local, regional and national markets. While the study found that, on average, our staff salaries are competitive with these markets, it also revealed wide variations among selected positions.
Given the University's compensation system had not been adjusted since 1998, our goal was to develop an up-to-date compensation structure that takes into account both the external and internal value of University jobs, aligns titling with the market and across the institution, better outlines career paths and prepares UD to recruit needed talent to deliver on its vision.
Over the past two years, the Office of Human Resources has worked with the Compensation Leadership Group, the Budget Office and Sibson Consulting, an HR consulting firm that has worked with numerous U.S. colleges and universities, to review every job description, title and level for 2,300 classified (current levels 1-19) positions. Throughout this process, the Office of Human Resources has reported back to senior leadership and to employee advisory groups, including HRAC, PAC and SSAC. This new compensation system meets our strategic goals and all legal requirements, and is fair, consistent and transparent.
Included with this correspondence is a fact sheet that summarizes the new UD Compensation System and salary grade structure and a list of frequently asked questions and answers. I encourage you to keep the information included with this letter in a safe place for future reference.
Thank you for your continued hard work and your contributions to the University and our community.
Patrick T. Harker