Managing Resources
How Jobs Are Evaluated
Brown is committed to a formal salary administration program through which the relative worth of a position to Brown and in the labor market where we recruit can be determined.
The job evaluation porcess establishes the relative value of jobs throughout the University. There are two steps involved in this process:
- Job Descriptions - Each position has a job description that identifies the job's major responsibilities, decision making, accountability, qualifications, and organizational relationships.
- Job Evaluation - Brown uses the Hay System, which is the most widely used job evaluation system in the US. The Hay System measures three major factors: knowledge required for effective performance; the complexity of the decision making role; and the authority or control invested within the position. These compensable factors are assessed and given a numerical value. The total value is then matched to a corresponding Salary Range.
For more information about job evaluation, see page 2 of the publication: Your Work, Your Performance, Your Pay, or contact the Compensation Services staff..
Analysis of the Labor Market
Brown is committed to a formal salary administration program through which the relative worth of a position to Brown and in the labor market where we recruit can be determined.
The University typically utilizes three different markets to fill positions:
- Local markets for support and entry level professionals.
- Regional markets for professional and administrative positions below the departmental head level.
- National market for department head level and above.
Salary surveys are one of the tools used by Compensation Services to compare Brown's staff salaries and compensation policies with a cross-section of other employers. Brown participates in multiple surveys to capture information about the breadth of positions represented on campus. Compensation Services analyzes this survey data and prepares a report each Fall recommending pay practices for the next fiscal year. The recommendations are presented to the University Resource Committee to consider in determining salary increase pools and salary ranges during the budget planning and approval process.
See Policy 40.011