Salary Determination

Applies To

All Regular Non-faculty Employee Hires/Transfers.

RIT salary bands are displayed with the following major headings: Entry, Market, and Maximum. The market or control point is considered the market competitive position for an individual who is fully proficient in all of the essential functions of the job. Paying above market may be appropriate if the incumbent consistently performs at a sustained level of performance that exceeds expectations and the manager has funding available. The expectation is that over time, all employees should attain the market or competitive pay position of their band with continued skill and personal professional development.


Newly Hired Staff Offer Guidelines

Human Resources’ review and approval process will support RIT’s stated goal to compensate both faculty and staff, on average, at the 50th percentile (market midpoint) of our benchmark schools and appropriate labor markets.

  • Generally, the pay range for someone who is relatively new to a position or who is still learning and developing his/her skills and abilities to meet all of the requirements of the new position should be between the minimum and the midpoint of the wage grade band for staff positions and below the midpoint of the discipline/rank labor market data for faculty positions.
  • If an individual is fully functioning in a role, that is, they are able to perform all of the requirements of the position in a satisfactory manner; we would typically target the midpoint area of the wage grade for staff and the midpoint area of the discipline/rank for faculty.
  • If an individual is expected to excel in the position, based on experience and demonstrated past performance, then their pay could be positioned above the midpoint of the appropriate wage grade band for staff and above the discipline/rank midpoint for faculty.

There may be situations where a wage/salary increase is not appropriate due to an individual’s current salary and the location of that salary in relation to the market.  Your Human Resources Services Manager (HRSM) will provide the appropriate guidance in these situations.  

Finally, managers and supervisors should follow these guidelines while still maintaining the integrity of their budget.




A promotion occurs whenever an employee moves from one position to another in a higher market band. Promotions may be obtained through the posting process, movement within a career ladder, or from a departmental reorganization. The promotional offer may be made by the Manager of Staff Recruiting or the department manager responsible for hiring and must be funded within existing budgets.


A demotion occurs when a staff member is place in a position in a lower market band either voluntarily or involuntarily. Generally the employee's salary is reduced to a point where it does not exceed the maximum of the new market band. Actions of this nature require the involvement of the Human Resources Services Manager and the management of the college or division, and other applicable HR staff.

Lateral Transfers

A lateral transfer occurs when an employee seeks and obtains a different position in the same market band either in his/her department or another department.

Title Changes

Since title changes frequently suggest a revision of job duties, they carry potential implications for compensation. Such a change should be discussed with the Human Resources Services Manager to determine if a job evaluation is needed to support reclassification.



Reorganizations should be reviewed with the Human Resources Services Manager before they take effect. The manager and the Human Resource Services Manager should agree on any position and/or salary changes consistent with policy. The Re-organization/Organization Name Change Template (Excel)