In order to fulfill its mission, the University of Arizona shall maintain a compensation program directed toward attracting, retaining and rewarding a qualified and diverse workforce. Within the boundaries of financial feasibility, employee compensation shall be externally competitive and internally equitable, and shall be based upon performance as recognized within the work unit.
UA Compensation Objectives
An externally competitive position in the market means that:
- Average salaries will be targeted at the average salary levels of employees in comparable positions in our various labor markets.
- Average salaries may exceed the average of the particular labor market in order to recognize exceptional recruiting and retention needs, or for purposes of attracting and retaining employees in areas where the university is or aspires to be a national or international leader.
An internally equitable position means that:
- Within the parameters of discipline, function, and individual effectiveness employees shall be paid similarly for similar work.
Administering compensation to reflect this philosophy and these objectives means that:
- Salaries will be reviewed on an on-going basis by the University. These analyses will support the institution's efforts to obtain appropriate salary funding from the state legislature. As funding permits, salary increases shall focus on maintaining market alignment, supporting internal equity, recognizing length of service, maintaining key personnel, and recognizing performance.
- Compensation should be based on the results of performance reviews as required by University policy.
- Consideration should be given to recognition for team/unit as well as individual efforts as part of a performance based pay program.
- Salaries for new employees should be established at levels that recognize the individual's skills and experience while considering the salary levels of current employees within the same job title.