Timeline & Updates

Timeline & Updates

Summer 2023

  • Phase II of the pay study ends.  Approximately 200 faculty and staff members receive adjustments due to significant issues of salary inversion, compression, those paid below a competitive range, or disparity across protected groups.
  • Phase III of the pay study begins by continuing to examine issues identified in Phase II and areas of inequity caused by significant and substantial changes in job duties.
  • The USM non-exempt staff pay structure is updated to reflect market movement of 3.5%; employees under the minimum of the new structure receive an increase.
  • TU exempt pay structure is updated to reflect market movement of 4.7%; employees paid under the minimum of their TU pay range are identified for review in Phase III.

Spring 2023

  • Over the spring semester, TU HR will utilize updated market data to confirm Mid-Atlantic and National peer groups and update market pay and placement for TU faculty and staff.  During the ongoing equity review, this information will be shared with VPs, AVPs, and Deans.
  • National and Mid-Atlantic peer groups are updated based on survey participation.

December 2022

  • Market Assessment and Pay Study analysis expanded to include all non-exempt staff employees and Lecturers.

October 2022

  • VPs, AVPs, and Deans receive updated market data for employees for equity review.  Equity review is prioritized by those paid outside of a competitive range and those impacted by salary inversion and/or compression.  In addition, market data and matching is reviewed with consideration to demographic information to ensure equity across race, gender, age, and other protected groups.  

August 2022

  • All faculty and staff are matched to market pay data.  Pay data is updated to reflect 2022 cost-of-living adjustments and merit increases.
  • Phase II findings are updated with average % to market rate in 2022.  
  • Phase II findings are updated with average % to market rate for faculty by college (PDF)
  • Phase II findings are updated with average % to market rate for faculty by rank (PDF)

July 2022

March 2022

  • TU HR receives updated external market data; begins process of having 100% matching for all faculty and staff positions to the market.
  • National and Mid-Atlantic peer groups are updated based on survey participation. 

January 2022

  • TU HR begins meetings with college/divisional leadership based on 2021 pay data.  During this process, leadership reviewed every faculty and exempt staff position regarding market standing, time in position, and salary as a comparison to others with similar roles, experience, and skills.
  • Leadership begins to identify and correct areas of egregious inequity (primarily around salary inversion and compression).
  • Eligible employees receive merit and COLA increases (see history of USM pay increases pre-2022). 

December 2021

  • The TU pay structure is released and all exempt employees are notified of their TU pay range, USM pay range, and that Phase II will begin in January 2022.

November 2021

  • TU leadership was informed of the completion of Phase I, which included:
    • Bringing all faculty and staff to a competitive rate
    • Creating a TU pay structure and informing all exempt staff of their pay range
    • Implementing Phase II in January 2022 to bring select faculty and staff to appropriate place in competitive range

July 2021

  • As part of Phase I, select pay adjustments were processed to bring all faculty and staff to a competitive pay rate.

June 2021

December 2020

  • Segal, along with senior leaders, presents to the Faculty and Staff Advisory Groups, and the Executive Committees of the Academic and Staff Senates
  • Pre-read materials sent in advance of Senate meetings based on input and feedback from Faculty and Staff Advisory groups and the Executive Committee members of the Senates who reviewed the presentation. View the Faculty Pre-Read materials (PDF) (login) and Staff Pre-Read materials(PDF) (login)
  • Segal, along with senior leaders, presents to Academic Senate on December 7, with updated presentation based on Advisory Group input. View the Academic Senate Presentation (PDF) (login).
  • Segal, along with senior leaders, presents to Staff Senate on December 9, with updated presentation based on Advisory Group input. View the Staff Senate Presentation (PDF) (login).

November 2020

  • Senior leadership continues review of final report and works with Segal on questions for clarification and additional information, and development of next steps as part of an implementation plan.

October 2020

  • TU Project Team collaborates with Segal on finalizing pay guidelines.
  • Recommended exempt staff pay structure finalized.
  • Segal provides drafts of final report and recommendations for presentation to senior leadership, and draft presentations for advisory groups and Senates.
  • Segal meets with President and Provost on 10/19/20 to share final report and recommendations.
  • Presentation to faculty and staff advisory groups and Academic and Staff Senates postponed until December.

September 2020

  • TU Project Team reviews draft model and collaborates with Segal on revisions to model and further development of a market-based exempt staff pay structure.
  • TU Project Team completes review of non-benchmark jobs for additional market matching or slotting to complete exempt staff market pricing.
  • Segal drafts recommended guidelines for faculty and staff pay programs.

August 2020

  • Segal drafts a comprehensive model including market results and options for a market-based exempt staff pay structure for TU Project Team review and consideration.

July 2020

  • Segal and the TU Project team finalize market matching files for exempt staff and share with leaders of each college / division.
  • Segal and TU Project team meet with leaders to validate the market matches and solicit feedback related to the market competitiveness and any non-benchmark jobs.

June 2020

  • Segal presents to Academic Senate on June 1, with updated presentation based on Advisory Group input. View the Academic Senate Presentation (PDF) (login).
  • Segal presents to Staff Advisory Group and Staff Senate on June 16 and 17. View the Pay Study Update Presentation (PDF) (login).
  • Segal orients divisional leaders to staff market pricing file in preparation for review and feedback meetings.
  • Engagement with Segal extended into Fall 2020.

May 2020

  • Meeting with the President and Provost to review preliminary faculty results.
  • Meetings with Deans to review preliminary faculty results for respective school.
  • Segal presents to Faculty Advisory Group on May 28.

April 2020

  • Segal revises the peer group and applies 10% cost of labor/cost of living premium to peer group data based on Faculty Advisory Group and Academic Senate feedback.
  • Draft total compensation philosophy created.
  • Preliminary faculty market assessment model and analysis developed.

March 2020

January - February 2020

December 2019

  • TU provided Segal with relevant materials, including faculty and staff census, organizational charts and policy documents. Project plan and timeline finalized.

October - November 2019