The objective of the RVU compensation program is to reward employees for their performance in support of the mission and strategy of the institution, as well as applying their knowledge, skills, and abilities. RVU strives to provide compensation that is targeted to be competitive with external labor markets and internally equitable across the institution. While the University seeks to be competitive, all compensation decisions consider fiscal and budgetary constraints, as well as internal pay equity compliance. Components of RVU’s compensation program include base salary, medical and retirement benefits, incentives, and perquisites.
The University supports a culture of pay-for-performance and seeks to reward individuals accordingly. While the primary compensation delivery vehicle is a robust, market competitive base salary, RVU may periodically consider rewarding superior institutional outcomes and milestones with variable pay.
Faculty salary ranges are determined by grouping similarly valued disciplines based on market median data by rank into tiers, while simultaneously accounting for internal equity. Based on external market data, RVU has established four tiers for each faculty rank. Assignment of Tiers is determined based on discipline taught and credentials of the faculty member.
The staff salary program at RVU is designed to ensure that jobs are internally equitable and competitively valued relative to comparable jobs in the marketplace. Jobs of similar value (both externally and internally) are grouped together to form pay ranges using survey data gathered from market benchmarking.
RVU is committed to open communication and education regarding the compensation program policies and procedures. Information regarding compensation policies and procedures is available through Human Resources.
Employees may refer to the Pay and Rank Equity Review Policy or the Faculty Privileges and Benefits Policy in the RVU policy repository - DynamicPolicy at https://policies.rvu.edu.