Recruiting and retaining
New Employee Compensation system announced effective July 1
4 p.m., June 8, 2012--The University of Delaware Office of Human Resources has announced a new Compensation System, effective July 1, 2012, that will enable the University to recruit and retain the best talent and advance other key strategic initiatives.
“UD is a people-driven institution,” said President Patrick Harker in a letter sent to all faculty and staff. “In order to achieve the ambitious goals we have set, we must attract capable individuals and nurture the talented people who currently work here.”
Oct. 27 deadline
The initial phase of the implementation of this new system will impact more than 2,300 classified employees (those currently in levels 1-19), and provide salary increases for more than 100 employees by adjusting their salaries to meet the new paygrade minimums.
“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,” said Jennifer (J.J.) Davis, vice president for finance and administration. “The University’s compensation system had not been adjusted since 1998, so 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 in alignment with our mission, needs and values.”
The new Compensation System has been carefully designed for consistent application across the University and includes the following important elements:
- Every classified non-faculty job was assigned to a new salary grade to reflect external market competiveness and internal value.
- The number of grades has been consolidated from 19 to 14, creating a single compensation structure for exempt and nonexempt positions.
- The mid-point for each grade, comparable to the old UD compensation structure, has been increased to reflect changes in the external market.
- The width of the salary grades for each job has been expanded based on this analysis and benchmarking. Salary grade width was also expanded to accommodate a variety of experience and performance levels.
- Higher grades are wider (larger difference between minimum and maximum) to reflect the added complexity of jobs at these levels.
- The new Compensation System will not result in a reduction of pay for any employee
A detailed overview of the new Compensation System, including salary grades and answers to frequently asked questions is available on the HR Classification and Compensation website.
Briefing presentations on the new Compensation System, open to all employees, will be held on June 20 and June 21 in the Willard Hall Education Building auditorium. To register, please go to this website: http://doodle.com/nqkege54nhgr3zcz.