Compensation Study

Human Resources aims to conduct a compensation study every three years to remain current with evolving market trends and ensure that salary ranges reflect changes in the labor market and economic conditions. As part of this process, positions are benchmarked against comparable roles at other organizations based on factors such as job responsibilities, required skills and experience, and scope of work.

The goal of the compensation study is to maintain a compensation structure that is competitive, internally equitable, and aligned with industry standards. To ensure objectivity and accuracy, we partner with an independent consulting firm with expertise in higher education compensation analysis.

The 2025-2026 compensation study focuses on four employee groups:

• University Faculty

• University Staff (including administrators, except for the President, whose salary is determined by the Board of Trustees)

• Teachers (K–12)

• School-Based Staff (including administrators)

Union positions are not included in the study.

Human Resources is also taking a different approach from previous years. To improve transparency and engagement from our employees, we have formed an advisory committee that includes representatives from faculty, staff, and teachers. The advisory committee consists of the following employees:

Yunhe Bai, Human Resources Analyst
Tysha Battle, Director of Financial Planning and Analysis
Dr. Derek Braun, Professor
Dr. Lindsay Buchko, Director of Institutional Research
Felicia Davis, Senior Administrative Assistant
Heather Harker, Chief of Staff
Ena Harrison, Residential Educator
James McCarthy, Manager of Archives
Christina Shen, Executive Director of Human Resources
Dr. Tonya Stemlau, Professor
David Warn, Teacher

The advisory committee provides guidance throughout the compensation study, including planning, peer group review, and consultant selection. The committee will review preliminary findings, offer feedback on recommendations, and support communication to the campus community, while final implementation decisions are made by the Executive Team, with Human Resources responsible for carrying out approved actions.

Timeline