Staff Compensation Philosophy
Staff are highly valued and play a pivotal role in RIT’s success. In alignment with the University’s mission and strategic objectives, the Staff Compensation Philosophy provides a framework that identifies the guiding principles and key elements of RIT’s compensation program.
Guiding Principles
- Individual staff contributions and collaboration are critical to achieving RIT’s mission and objectives.
- Reward exceptional staff performance, teamwork, and meaningful contributions.
- Foster understanding of staff compensation decisions.
- Maintain fair, consistent, and transparent staff compensation practices.
- Provide market-competitive staff compensation.
- Support equitable staff compensation through a university-wide staff job framework and pay structure.
- Maintain flexibility and responsiveness to changing market conditions.
- Align staff compensation decisions with financial stewardship and sustainability.
- Prohibit discrimination and adverse treatment.
Employee Value Proposition
VALUE
PROPOSITION
Key Elements of the Staff Compensation Program
Market Competitiveness
RIT regularly conducts external market benchmarking to the applicable labor and talent markets for compensation comparisons. These markets reflect the organizations and locations where the University attracts and competes for staff talent. RIT uses published survey market data from local, regional, and national surveys, including pay information from both higher education and general industries, to help determine the market competitiveness of base pay for staff.
Staff Pay Structure
Staff jobs are assigned to pay grades (pay ranges) within the University’s pay structure(s) based on job content, the job market rate, placement within the university-wide job leveling framework, and the organizational structure. The pay structure supports consistent, equitable, and competitive staff compensation practices.
Reward for Contributions and Growth
Individual pay within the job’s defined pay grade considers factors such as the staff member's demonstrated knowledge, skills, capabilities, and experience relevant to their job, as well as their performance and contributions to their role. Internal equity and ensuring equitable compensation for similar work, skills, and performance is also a factor. The Staff Career Architecture framework serves as a foundation for staff to explore meaningful career development opportunities.
Benefits and Work-Life Rewards
In addition to base pay, RIT provides staff with a comprehensive, competitive, and attractive suite of health, wellness, retirement, education, and work-life benefits that demonstrate a strong commitment to care for employees and their families.
Administration and Maintenance
HR provides consultative expertise and partners with managers and senior leaders in staff compensation and career architecture related matters. The work includes monitoring market pay trends/practices, including regularly updating pay structure(s) to sustain competitiveness, assisting in the review of internal equity, and maintaining and updating practices, tools, and resources.
Transparency and Communication
RIT is committed to transparency in communication and education around the total compensation program. Overall program design, policies, tools, and resources are clear and communicated regularly to promote awareness and understanding, as well as to ensure compliance with federal, state, and local regulations.