Compensation Philosophy
The University of Alabama strives to deliver a total compensation program comprised of base pay, benefits, and perquisites to effectively attract, retain, and reward a high performing workforce. The compensation program should reflect and reinforce the mission and goals of the University as the capstone of higher education in the State of Alabama. University leadership provides oversight for, maintains the framework of and administers the total compensation program in a manner that meets the institution’s needs in a fiscally responsible manner while considering market demands.
Specifically, the University of Alabama’s total compensation program is designed to support University leadership in:
- Rewarding measurable performance that results in the realization and accomplishment of individual employee and University goals;
- Competing for talent in the higher education and private sectors;
- Targeting a competitive pay position aligned to the defined labor market, and,
- Addressing internal pay concerns across the broad divisions of the University.
Human Resources, with the support of University leadership, has responsibility for staff compensation. Human Resources oversees and maintains the framework and administers the staff compensation program in a manner that meets the institution’s needs in a fiscally responsible manner while considering market demands.
The Division of Academic Affairs, with the support of University leadership, has responsibility for faculty compensation. Academic Affairs oversees and maintains the framework and administers the faculty compensation program in a manner that meets the institution’s needs in a fiscally responsible manner while considering market demands.
The Staff Compensation Policy establishes the responsibility of Human Resources to provide a compensation program for staff employees at the University of Alabama that promotes fair pay, while ensuring compliance with applicable federal, state, and local laws and regulations.
A list of pay ranges including the minimum, midpoint, and maximum that exempt and non-exempt staff jobs are assigned to in the University’s framework.
The Job Title Glossary is a list of common job titles and their definition that serves to create a common understanding of commonly used staff job titles and facilitate consistent use of those titles across the University.
A job function is the highest level of job aggregation, grouping jobs that require similar training, skills, knowledge, and expertise. Job families are sub-groups within job functions that represent a defined area of work within a job function.
A job specification is a document that provides general information about a job classification and levels, including the range, function, family, sample duties, sample time allocations, classification summary, and minimum qualifications.
A career track is a job classification structure that defines job levels and career paths for employees. Career levels are used to differentiate jobs within an organization and represent the level of authority, expertise, and other factors.
Need Assistance?
Use the link below to find your assigned HR Business Partner and Compensation Analyst, or call the HR Service Center at 205-348-7732.