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Staff Salary Structure Overview & Determining Individual Compensation

  • Talent Acquisition and Onboarding
  • Classification & Compensation
  • Employment Operations and Records
  • Employee Relations
  • As part of UFHR’s Strategic Commitment to design and implement a fair and competitive compensation strategy, UFHR engaged Sibson Consulting to conduct a competitive assessment of staff base salaries and develop a new salary structure for the University.

    Salary Structure Design

    In partnership with Sibson, UFHR has designed a market-based salary structure that consists of 12 grades. The purpose of the structure is to provide employees and hiring managers with useful market-based salary information while supporting pay decisions. The salary structure will also increase transparency in pay decisions. The structure was designed to allow flexibility to adjust pay based on external market benchmarks for individual jobs as well as an individual’s skills, experience and performance.

    Each grade consists of a lower market reference point, midpoint and upper market reference point.

    Pay Grade Lower Reference Point Midpoint Upper Reference Point
    1  $          29,232  $          33,800  $          40,500
    2  $          30,500  $          38,100  $          45,700
    3  $          33,800  $          43,900  $          54,000
    4  $          38,900  $          50,500  $          62,100
    5  $          44,700  $          58,100  $          71,500
    6  $          51,500  $          66,900  $          82,300
    7  $          59,300  $          77,000  $          94,700
    8  $          68,200  $          88,600  $        109,000
    9  $          78,900  $        106,400  $        133,900
    10  $          94,600  $        127,700  $        160,800
    11  $        113,600  $        153,300  $        193,000
    12  $        136,300  $        184,000  $        231,700

    Determining Individual Compensation

    A number of factors should be considered when determining and reviewing compensation, including:

    • Years of Experience
    • Location
    • Performance
    • Department Budgets
    • Job-Related Professional Accomplishments
    • Job Duties and Responsibilities
    • Education
    • Market Factors in Relevant
      Labor Markets
    • Job-Related Professional Certifications

    Many of the factors noted above are not easily quantified or are not readily available in an electronic format. As a result, managers often possess valuable insight into individual compensation decisions.

    Employees should be paid within the range based on their skills, knowledge, experience and expected level of contributions to the University.  Employees new to their role would typically be paid between the lower market reference point and the midpoint, and those with significant years of experience may be paid between the midpoint and the upper market reference point, depending on their contributions.

    New employment offers, including offers to existing UF employees or reclassification requests, must provide compensation that meets or exceeds the lower reference point of the salary grade.

     

     

    For questions or additional assistance, please contact Classification & Compensation at compensation@ufl.edu or by phone at (352) 273-2842.