Determining Salaries for Newly Hired/Promoted/Transferred Positions
Starting salaries primarily reflect the following factors at the time of hire (includes new hires, transfers, and promotions):
- Employee's qualifications related to the position
- Internal equity
- Market pricing of the job family in the markets where Brown recruits
All positions are slotted into a job family, which is a group of jobs involving similar types of work and requiring similar training, skills, knowledge, and expertise. Experienced candidates and those in high demand positions may have salaries positioned at the higher end of the salary scale. Union salaries are determined by Brown's collective bargaining agreements.
Salary offers must be authorized by University Human Resources (UHR) and no offer or promise of an offer can be made without UHR approval. For additional details please refer to the Position Classification policy.
Compensation and Organizational Services administers the staff compensation system, which includes evaluating jobs by:
- Determining the grade of each position based on knowledge, skills, required education and experience, and job responsibilities
- Benchmarking positions to the market
- Comparing the complexity and scope of positions relative to comparable University positions
Most nonunion staff positions are assigned a job grade from 1-15; these job grades cover approximately 2,500 positions across 20 job families. As positions in multiple job families may be evaluated at the same grade, the salary ranges for each job grade are broad to accommodate the differences in pay. Pay within each job grade may vary based several factors:
- External market for each job family
- Internal equity
- Individual performance differences