Market Assessment & Pay Strategy

Market Assessment and Pay Study

The MAPS (Market Assessment and Pay Study) structure refers to the process at TU in which market data for exempt, regular, and contingent positions is evaluated to ensure competitive and equitable compensation. This process involves a multitude of steps.

1.  Each role is assessed based on a multitude of factors including but not limited to: duties, responsibilities, organizational level, scope of work, skills, education, and experience.
2. Pay is compared against over 65 National and Mid-Atlantic Market peers, taking into considerations factors like location, size, and Carnegie classification.
3. Positions falling below 80% of the market median are re-evaluated.
   
   • Jobs affected by inversion or compression (new employees earning more than experienced employees in similar roles) are flagged for review.
4. Pay scales are updated, and employees below the new range are considered for pay increases (but not decreases).

MAPS ensures that salaries remain competitive and fair based on market data and institutional benchmarks. Market assessment analyses are aimed at identifying necessary pay increases. Pay rates are not reduced based on these efforts.  

Individual Pay Evaluations 

When a position's salary is less than 80% of the market median or impacted by salary inversion/compression, that position is flagged for review by TU leadership. Classification & Compensation staff work with the position's supervisor and divisional vice president to evaluate the position, recent additions to responsibilities, organizational structure, and other relevant factors. When appropriate, the position's pay is adjusted to reflect appropriate market placement or correct salary inversion/compression. Supervisors and HR will inform the faculty or staff member of the upcoming pay increase. Depending on the availability of departmental funding, the growth may occur in the current or next fiscal year.  

Equity for Diverse Groups

In addition to ensuring equitable pay across positions, TU uses market assessments to ensure that individuals with similar positions, qualifications, and years of service are paid equitably regardless of race, gender, age, or other demographics. OHR conducts a bi-annual data/salary analysis incorporating employee demographics into equity considerations. 

Market Peers 

Peer institutions are used to establish the market medians by which TU pay is assessed. TU's market peer group consists of more than 65 National  and Mid-Atlantic institutions. Institutions were identified by the leading HR firm Segal based on their similarity to TU in terms of location, size, and Carnegie classification. Dedicated faculty and staff advisory groups reviewed and adjusted the peer institutions to create the final groupings. Peer institutions are reviewed and updated by the Compensation team annually. 

Project Background

Our current pay equity practices were created during a multiyear market assessment and pay study (https://www.towson.edu/hr/current/pay-study/timeline.html) with nationally recognized consulting firm Segal. Informed by industry-wide best practices and guided by HR leaders and faculty and staff advisory groups, TU developed a standard approach to benchmarking jobs, identified market peers, located reputable sources of pay survey data for comparisons, and began analyzing pay data to identify and correct issues of external competitiveness or internal equity. That analysis continues today through annual market assessments, semi-annual faculty and staff equity reviews, and annual advisory group reviews to update market peer groups and pay data sources.  

How does HR support Supervisors and Department Chairs?

OHR is happy to meet with supervisors and department Chairs to discuss equitable pay within their designated areas.  After meeting with OHR to discuss a course of action, supervisors and Chairs should meet with their leadership team to discuss submission of a Position Review request.