Compensation

Market Assessment and Pay Study

Towson University is currently conducting a review and assessment of pay and pay programs for faculty and exempt staff.  Check here for the most recent updates. 

Our Philosophy and Practice

Ensuring that pay is market competitive and internally equitable is a fundamental element of the Total Rewards philosophy that enables TU to recruit and retain an engaged workforce to meet the strategic objectives of the university.

The Compensation team is responsible for classifying positions consistent with USM guidelines for job specifications and pay ranges.  We also work in partnership with HR partners to review requests from supervisors for classification and compensation reviews. 

Position Status

Staff positions are classified as exempt or non-exempt in compliance with the requirements of the Fair Labor Standards Act (FLSA). The FLSA guarantees nonexempt employees 1.5 times their normal pay rate for overtime worked beyond 40 hours each week. Staff in exempt positions must perform duties that meet specific employment tests and be paid on a salary basis. Staff in exempt positions are not eligible for overtime pay. TU works within USM policies and procedures applicable to exempt and/or nonexempt staff employees.

Staff Pay Programs and Salary Structures

TU uses the salary structures established for all system schools in accordance with USM policies and guidelines.

The nonexempt salary structure (PDF) is reviewed biennially by the USM, and applies to all nonexempt jobs assigned to an appropriate job title and job classification specification. 

One of the outcomes of the Market Assessment and Pay Study was an Exempt Staff Market-Based Pay Structure (PDF).  This structure was developed by analyzing and grouping jobs with similar market data.  These ranges complement the existing USM pay structure (PDF).  All exempt staff positions are assigned to the appropriate TU and USM exempt title and salary range.  Due to the diversity and complexity of exempt positions, the pay level within each range is determined through an analysis of the unique position description, the job market, and internal equity. 

University police officers, classified as nonexempt staff, have a separate and unique salary structure.

FY 2023 Compensation Guidelines

Towson University’s FY 23 Salary Adjustment Guidelines (PDF)  are developed in accordance with the Chancellor's FY 23 Salary Guidelines (PDF). The guidelines apply to faculty and staff employees in regular or contingent status, with the exception of adjunct faculty, graduate assistants, fellows, and post-doctorate and student employees; regardless of fund sources; throughout the entire fiscal year; July 1, 2022 to June 30, 2023. 

Employees should discuss questions about their compensation or classification with their supervisors.

Secondary Employment

Internal Secondary Employment

Staff employees identified for a secondary employment position, i.e. a second position with duties and responsibilities distinct from their primary position at TU, must complete a Secondary Employment Agreement and route for completion and approval in accordance with the policy on Secondary Employment for Regular Non-Faculty Employees. Employees are not permitted to begin secondary employment prior to approval from their primary department and the Office of Human Resources (OHR). 

External Secondary Employment

State agencies and their employees are subject to the Public Ethics Law administered through the State Ethics Commission. An important compliance consideration for agencies and their employees is related to secondary employment, especially as it pertains to state employees who have a financial interest in, or secondary employment with, an entity doing business with the primary agency in which he or she is employed.

A TU employee interested in external secondary employment must complete a Request for Secondary Employment (Form 25). The request, along with a copy of the employee's position description, must be routed through the employee's department to the Office of Human Resources (OHR). The OHR will submit the request to the State Ethics Commission for consideration and approval. Employees are not to begin secondary employment prior to approval of their request.