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This is ÍÃ×ÓÏÈÉú´«Ã½ÎÄ»¯×÷Æ·'s comprehensive strategy for employee compensation. A campus compensation strategy is necessary to ensure consistency across campus that results in pay equity, promotes best practices for staff and faculty compensation, and enables ÍÃ×ÓÏÈÉú´«Ã½ÎÄ»¯×÷Æ· to remain a competitive employer in the state and across higher education. A compensation strategy helps reduce confusion and corrects misinformation. ÍÃ×ÓÏÈÉú´«Ã½ÎÄ»¯×÷Æ·'s compensation strategy is the umbrella that provides the structure, transparency, and guiding principles that set the foundation for consistent campus pay practices. 

Action Steps

The compensation strategy committee will: 

• Establish a short-term and multi-year compensation strategy that advances the campus goal of recruiting, advancing, and retaining employees
• Develop a compensation philosophy to guide and align the campus compensation strategy work
• Devise a compensation analysis that incorporates employee benefits aligned with employee populations
• Develop compensation expense projections 
• Establish a clear process to implement and communicate the compensation strategy

Areas Not In Committee’s Scope:

The compensation strategy work is focused on high-level campus structural, process, and transparency improvements. It does not include the following: ​

• Changing the campus budget model.​
• Increasing or changing budget sources or funding streams used on campus.​
• Changing the frequency, timing or amount of employee pay increases.​
• Providing new pools of money to individual units for specific issues.​
• Changing how units budget or plan for employee pay increases.​
• Initiating a review of compensation programs for research faculty, undergraduate students or temporary faculty (future work).​
• Reviewing employee populations governed by other entities, such as classified staff who are governed by the state of Colorado and its employee partnership agreement with COWINS.