Phase II of the pay study ends. Approximately 200 faculty and staff members receive
adjustments due to significant issues of salary inversion, compression, those paid
below a competitive range, or disparity across protected groups.
Phase III of the pay study begins with continuing to examine issues identified in
Phase II, as well as areas of inequity caused by significant and substantial changes
in job duties.
USM non-exempt staff pay structure is updated to reflect market movement of 3.5%; employees under the minimum of the
new structure receive an increase.
TU exempt pay structure is updated to reflect market movement of 4.7%; employees paid under the minimum of
their TU pay range are identified for review in Phase III.
Spring 2023
Over the spring semester, TU HR will utilize updated market data to confirm Mid-Atlantic
and National peer groups and update market pay and placement for TU faculty and staff.
This information will be shared with VPs, AVPs, and Deans as part of the ongoing
equity review.
Market Assessment and Pay Study analysis expanded to include all non-exempt staff
employees and Lecturers.
October 2022
VPs, AVPs, and Deans receive updated market data for employees for equity review.
Equity review is prioritized by those paid outside of a competitive range and those
impacted by salary inversion and/or compression. In addition, market data and matching
is reviewed with consideration to demographic information to ensure equity across
race, gender, age, and other protected groups.
August 2022
All faculty and staff are matched to market pay data. Pay data is updated to reflect
2022 cost-of-living adjustments and merit increases.
Phase II findings are updated with average % to market rate in 2022.
Phase II findings are updated with average % to market rate for faculty by college
(PDF)
Phase II findings are updated with average % to market rate for faculty by rank (PDF)
July 2022
USM exempt staff pay structure is updated to reflect market movement of 4.4%; employees under the minimum of the
new structure receive an increase.
USM non-exempt staff pay structure is updated to reflect market movement of 3.6%; employees under the minimum of the
new structure receive an increase.
TU exempt pay structure is updated to reflect market movement of 4.75%; employees paid outside of their TU
pay range are identified for leadership review.
TU HR receives updated external market data; begins process of having 100% matching
for all faculty and staff positions to the market.
National and Mid-Atlantic peer groups are updated based on survey participation.
January 2022
TU HR begins meetings with college/divisional leadership based on 2021 pay data. During
this process, leadership reviewed every faculty and exempt staff position regarding
market standing, time in position, and salary as a comparison to others with similar
roles, experience, and skills.
Leadership begins to identify and correct areas of egregious inequity (primarily around
salary inversion and compression).
The TU pay structure is released and all exempt employees are notified of their TU
pay range, USM pay range, and that Phase II will begin in January 2022.
November 2021
TU leadership was informed of the completion of Phase I, which included:
Bringing all faculty and staff to a competitive rate
Creating a TU pay structure and informing all exempt staff of their pay range
Implementing Phase II in January 2022 to bring select faculty and staff to appropriate
place in competitive range
July 2021
As part of Phase I, select pay adjustments were processed to bring all faculty and
staff to a competitive pay rate.
Segal, along with senior leaders, presents to Academic Senate on December 7, with
updated presentation based on Advisory Group input. View the Academic Senate Presentation (PDF) (login).
Segal, along with senior leaders, presents to Staff Senate on December 9, with updated
presentation based on Advisory Group input. View the Staff Senate Presentation (PDF) (login).
November 2020
Senior leadership continues review of final report and works with Segal on questions
for clarification and additional information, and development of next steps as part
of an implementation plan.
October 2020
TU Project Team collaborates with Segal on finalizing pay guidelines.
Recommended exempt staff pay structure finalized.
Segal provides drafts of final report and recommendations for presentation to senior
leadership, and draft presentations for advisory groups and Senates.
Segal meets with President and Provost on 10/19/20 to share final report and recommendations.
Presentation to faculty and staff advisory groups and Academic and Staff Senates postponed
until December.
September 2020
TU Project Team reviews draft model and collaborates with Segal on revisions to model
and further development of a market-based exempt staff pay structure.
TU Project Team completes review of non-benchmark jobs for additional market matching or slotting to complete exempt staff market pricing.
Segal drafts recommended guidelines for faculty and staff pay programs.
August 2020
Segal drafts a comprehensive model including market results and options for a market-based
exempt staff pay structure for TU Project Team review and consideration.
July 2020
Segal and the TU Project team finalize market matching files for exempt staff and
share with leaders of each college / division.
Segal and TU Project team meet with leaders to validate the market matches and solicit
feedback related to the market competitiveness and any non-benchmark jobs.
Segal orients divisional leaders to staff market pricing file in preparation for review
and feedback meetings.
Engagement with Segal extended into Fall 2020.
May 2020
Meeting with the President and Provost to review preliminary faculty results.
Meetings with Deans to review preliminary faculty results for respective school.
Segal presents to Faculty Advisory Group on May 28.
April 2020
Segal revises the peer group and applies 10% cost of labor/cost of living premium
to peer group data based on Faculty Advisory Group and Academic Senate feedback.
Draft total compensation philosophy created.
Preliminary faculty market assessment model and analysis developed.
March 2020
National and Mid-Atlantic Peer Groups finalized. (Lists included in presentations
below).
Preliminary list of institutions identified as Peer Groups for benchmarking.
Faculty and Staff Advisory Group members recommended and confirmed.
December 2019
TU provided Segal with relevant materials, including faculty and staff census, organizational
charts and policy documents. Project plan and timeline finalized.