Faculty & Staff Compensation and Classification Study

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The goal of the Faculty and Staff Compensation and Classification Study is to develop an equitable classification and compensation plan while also reviewing the classification and compensation of our faculty and staff.

This review is intended to advance the pay and classification plans for our institution which will result in a comprehensive study based on selected market data. In the end, we will create an institutional value proposition intended to attract, recruit, and retain talent.

Please click here to view communications related to this study.


Phase 1: Project Kickoff and Discovery  

  • Interview/Focus Group Sessions 
  • Provide a campus update from the interview/focus group sessions 

Phase 2: Information Gathering & Review 

  • Job Questionnaires sent out to all staff employees 
  • ASU provided baseline information to Segal including existing job classifications and descriptions 

Phase 3: Develop Compensation Market Assessment 

Phase 4: Develop Salary Structures

Completed as of August 2023:

Phase 5:  Segal Report Findings and Recommendations to ASU 

When evaluating compensation increases, we do so thoughtfully and with the goals and objectives of our ASU 2025 Strategic Plan in mind.

After careful consideration and in collaboration with the President’s cabinet, our Chief Financial Officer and our Chief Human Resource Officer, and with input from outside compensation consultants, it was decided that for 2024, we will:

  • Implement pay adjustments January 1, 2024, for all faculty and staff whose salary is below minimum of their newly established position grade. 
  • No faculty or staff will receive a compensation decrease.

November 2023


Frequently Asked Questions

Classification and compensation studies review internal equity (pay relationships between positions) and external competitiveness (pay relationships with labor market competitors) to ensure equality.

Goal four of the Standard is Leadership Development and Employee Engagement.  It is important that we begin our strategic journey by evaluating the competitiveness and equity of compensation for our faculty and staff. With that goal in mind, we have begun a full review of compensation levels, practices, and administration for ASU faculty and staff as part of the Faculty and Staff Compensation and Classification Study.

We heard you during our employee engagement process in the last few years. We want to ensure that we have organizational effectiveness and are able to achieve student success.

This process will support our strategy to develop a total reward and compensation and philosophy.  A periodic study like this one helps to ensure that faculty and staff compensation programs are comprehensive, equitable, and competitive.

The Study results will help us to determine our approach and next steps. What I can tell you, is we are committed to ensuring no one is adversely impacted through this process.

The Study results will help us to determine our approach and next steps. It is too early for us to predict the outcome of the Study.

The results of the Study have been completed. Throughout the process we provided updates on milestones.  

The Study was a multi-phased process that required analysis and  recommendations for us to create an implementation plan. With the completion of the Study and review the recommendations, we have developed an implementation plan and identified the best way to fund the plan.

This is the first Study like this since the consolidation of ASU and Darton in 2017. After this in-depth study is conducted, we will have periodic updates to ensure we are competitive and staying in alignment with the marketplace.