About Us

RIT has a long-standing commitment to provide competitive salaries for faculty and staff. Human Resources Compensation supports the University's commitment by:

• Consulting on all classification and compensation matters pertaining to employees
• Collaborating with managers and organizational leaders in the resolution of complex day-to-day classification and compensation issues
• Performing external market salary benchmarking and establishing and maintaining the University's classification and compensation structures
• Leading institutional initiatives to align the University with industry best practices and ensuring compliance with University policies and state and federal compensation laws

RIT values the contributions of its employees and is committed to pay competitively and equitably. We use peer institutions and market data to guide decisions regarding individual salary levels.

The President and Provost have committed to the goal of paying, on average, at the 50th percentile of the associated labor market for faculty and staff positions at RIT.

We support the University's goals to:

• Recruit and retain a diverse, high-quality workforce to fulfill the mission of the University.
• Recognize and reward exceptional performance based on an employee's individual achievement and contribution to the growth and success of the University.
• Foster understanding of pay decisions and responsible pay practices.
• Maintain a fair and transparent process for compensation decisions.
• Provide equitable and consistent compensation for equal work requiring equal skills, abilities and responsibilities.
• Provide market competitive compensation through benchmarking with peer institutions.
• Support, reinforce, and align compensation decisions with budgetary and financial strategies with a goal of growth and sustainability.
• Prohibit discrimination, adverse impact, or adverse treatment of protected classes as identified in applicable law and policies.

Salaries Funded Through Grants or Other Sources

The same compensation philosophy and processes that apply to permanently funded employees also apply to grant-funded or other non-permanently funded employees although salary increases for these employees are funded through the grant or other sources.

Pay is one component of an employee's total compensation. Another component is the comprehensive benefits package that RIT offers. Faculty and staff may view their personalized Total Compensation statement in Employee Self-Service.

RIT understands the tremendous impact benefits play in providing family security and overall employee satisfaction. The employee benefits, combined with pay, provide a total compensation package that individuals can customize based on personal needs and preferences. Please refer to Benefits for more information on all that RIT has to offer.

As a federal contractor, RIT will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with RIT’s legal duty to furnish information.

HR Administrative Policies