Frequently Asked Questions

What is the reason for the Market Assessment and Pay Study?
The Provost’s Office and the Office of Human Resources manage pay administration for faculty and staff and ensure fair and equitable pay. A comprehensive review of the competitiveness of pay at TU, and an assessment of our pay policies and practices have not been conducted for many years. The president has prioritized evaluating the market competitiveness of current pay at TU for staff and faculty, and ensuring our pay programs are consistent with best practices.

What is the objective of the Market Assessment and Pay Study?
The objective for the study is to develop comprehensive pay programs that are consistent with HR best practices and USM compensation principles to attract, retain and motivate a highly qualified and diverse workforce who will enable the university to maintain a competitive position within higher education nationally and regionally and/or with peer universities with whom we compete for faculty and staff.

Who is conducting the study?
The university has engaged Segal Consulting, a nationally recognized human resources consulting firm with experience analyzing and assessing pay programs in higher education, to assist with the faculty and exempt staff portion of the project. In addition, an internal project team and faculty and staff advisory groups will work with the consultant.

What are the key deliverables for this study?
Segal, after meeting with the President’s Council, and working closely with the internal project team and advisory groups, will develop and recommend a total compensation philosophy and identify peer institutions that will be used as a foundation for market comparison. Once the market assessment is complete, Segal will work to develop appropriate recommendations around pay programs, policies and practices in collaboration with the internal project team, the advisory groups and the President’s Council.

How will the market assessment be conducted?
TU benchmark jobs identified will be compared to similar benchmark jobs in credible published third-party pay surveys. Market pay data will be gathered for those benchmark position matches. Each vice president, or their designees, will review the benchmark positions in their areas to confirm the accuracy of the matches. TU benchmark jobs will be matched to survey benchmark jobs based on comparable responsibilities, organization level, scope, skills, education and experience requirements. It should be noted that job titles will not be a sole basis for comparison as titles can vary from one organization to another.

Will anyone’s pay increase or decrease as a result of this project?
No pay will be decreased as a result of the project. The results of the market assessment will provide current data on the competitiveness of pay at TU compared to pay for similar jobs at our peer institutions. A thorough analysis of the data will inform whether any increases are needed to maintain market competitiveness for any jobs.

Will any staff job titles change?
Realignment of jobs as assigned within a new structure is a normal occurrence as part of a market assessment. Titling structures may be adjusted as a component of the study.

How will non-exempt positions be studied?
We will use a similar approach for non-exempt staff positions for inclusion in the final recommendations.