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This is Å·ÃÀ¿Ú±¬ÊÓƵ Boulder'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 Å·ÃÀ¿Ú±¬ÊÓƵ Boulder to remain a competitive employer in the state and across higher education. A compensation strategy helps reduce confusion and corrects misinformation. Å·ÃÀ¿Ú±¬ÊÓƵ Boulder'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 Å·ÃÀ¿Ú±¬ÊÓƵ and its employee partnership agreement with COWINS.