Huron Faculty and Staff Compensation Study

UND partnered with Huron Consulting Group (Huron) to conduct a faculty and staff compensation study of all benefited employees at the university, excluding executive positions classified in the 0000 band of the NDUS Broadband job classification system.

This research will assist in:

• Ensuring employee pay is equitable with respect to protected employment categories
• Ensuring all employees performing similar work are paid equitably across campus
• Implementing best practices to provide consistency for the compensation plan

About the Faculty and Staff Compensation Study

The 17-week partnership began in August 2023, guided by a steering committee that comprised UND’s President, Provost, Vice President of Finance & Operations, General Counsel, Associate Vice President for Human Resources, Assistant Vice President for Equal Opportunity and Title IX, and Compensation Manager.

The objectives of this study are to better understand the university’s progress toward ensuring equitable compensation for similar jobs across campus, and to identify opportunities to better attract and retain qualified employees.

Project Timeline

In-Process: Compensation Plan Review (Summer 2026)

Data reconciliation and validation are currently underway in collaboration with the Vice President for Finance and Operations. Once this process is complete, the information will be shared with vice presidents, deans, associate vice presidents and other university leaders for final review and discussion with the Human Resources team.

Following completion of the review process:

• The financial analysis will be finalized, and an implementation plan will be established.
• The Executive Council will review funding options to support this initiative and finalize rollout recommendations.
• The President and Executive Council will determine the official implementation timeline.

About UND's New Compensation Plan

• As a recipient of significant federal funding, UND is required to conduct annual market analyses to evaluate compensation and ensure alignment with external and internal salary data.
• All employees will be appropriately placed within an established salary range based on their position.
• Many positions were already aligned with the appropriate job family and market benchmarks.
• Not all employees will receive a salary increase as part of this initiative.
• No employee's salary will be reduced because of the new job architecture.
• Salary adjustments are dependent on available funding. UND's goal is to bring employees who are currently below their salary range to an appropriate position within the range. Salary adjustments will not be retroactive.
• Salary ranges are determined by several factors, including the minimum education and experience requirements for the position. Placement within a salary range is based on an employee's qualifications and directly related experience.
• Employees whose current salary exceeds the maximum of their salary range are not eligible for market adjustments unless the range maximum is increased through future market or structural reviews. These employees remain eligible for merit-based increases in accordance with performance guidelines.

FAQs

How will I be notified if changes have been made to my position classification and/or salary range?

Employees will receive direct communication regarding any changes made to their position as part of the new staff job architecture. This communication will outline any updates to their job profile, salary range, position title, or other position-related details.

Who do I contact with questions regarding my position classification? 

We encourage employees to discuss any questions or concerns with their direct supervisor. Employees may also contact their Divisional Human Resources Partner or the Compensation Team for additional information and support.

What if I cannot recruit new employees at the level provided?

If the established hiring range for a vacant position is determined to be a barrier to attracting qualified candidates, the hiring authority (direct supervisor) may work with their Divisional Human Resources Partner and the Compensation Team to evaluate the market and discuss whether an adjustment to the hiring range is appropriate.

How can I access compensation data?

Following the initial implementation of the new compensation program, compensation-related information and resources will be available on the Total Compensation website, located within the Human Resources section of the UND website.

Employees who have questions or would like more information are encouraged to speak with their direct supervisor, contact their Divisional Human Resources Partner, or reach out to the Compensation Team for assistance.

Will UND continue to use the NDUS broadband system?  

Yes. UND is required to use the NDUS broadband job classification system. All the work completed on this project has been aligned with that in mind.

I had a market adjustment in the past couple of years, but now I am out of the range I am supposed to be in? Why would that occur? 

Market data changes over time, and salary ranges may increase or decrease based on annual market data. To ensure UND's salary structure remains competitive and aligned with the market, the Compensation Team reviews market data each year and evaluates whether adjustments to salary ranges are appropriate

If a position is in the same pay grade, does that mean they are equivalent in responsibilities?

No. Positions in the same salary range generally have a comparable level of scope, complexity, and responsibility. However, the specific duties, required skills, and areas of expertise may differ based on the unique needs of the position, department, and operational requirements

My positions are funded by grants, do I have to follow the new staff architecture? 

All staff positions will use the new staff job architecture, regardless of the funding source supporting the position. This includes positions funded through grants, contracts, auxiliary operations, and other funding sources.

The new staff job architecture will provide a consistent framework to help departments identify appropriate salary ranges during the grant development and budgeting process. Departments are encouraged to work with their Divisional Human Resources Partner and the Compensation Team to ensure proposed salaries align with the position's assigned job profile and salary range.

UND Compensation Philosophy

The University of North Dakota (UND) prides itself for the exceptional educational, service, and research accomplishments it provides to the state of North Dakota and beyond, while striving to ensure that its community embraces diverse peoples, perspectives, and ideas. UND will be an employer of choice and a magnet for exceptional talent to further grow and develop a thriving university. UND is committed to aligning with the principles of equitable pay in both market and merit, which contribute to a positive workplace and culture.

Contact

If you have questions, please reach out to Jennifer Moe.