Guided by DU IMPACT 2025, we are taking many important steps to shape our University and have greater impact on higher education in 21st-century ways. Through our planning and implementation process, we also are creating a renewed sense of collaboration for moving this University forward. It is increasingly clear that engaged and talented faculty and staff will be critical to realizing our considerable aspirations and supporting a new generation of students.
The University of Denver (DU) aspires to foster a sense of community and promote diversity and inclusivity. As a key part of its benefitted staff compensation program, DU focuses on consistent and competitive salaries in order to attract and retain a high quality workforce to successfully fulfill the mission of the University. Compensation is a core element of a competitive total compensation package which includes generous benefits and a supportive work environment.
DU's compensation program emphasizes market value and also recognizes the internal equity and value of jobs. Salary ranges will target the median of general industry and identified higher education markets, based on appropriate talent segments determined by type and level of the job and individual qualifications.
DU's overall performance, strategic objectives, financial capability, economic conditions, as well as departmental budgets impact the annual budget available for potential salary increase opportunities. Because of DU's commitment to institutional performance, merit increases will be used to strengthen the link between individual performance and compensation. Managers and supervisors, human resources and DU leadership each have a defined role in and share responsibilities for ensuring an effective compensation program.
Salary Grade Range
- A salary grade is a step within a salary structure
that helps define the amount of pay an employee will receive. Ranges are
defined by relevant market data and are based internally on roles,
responsibilities, qualifications, and competencies as well as the skills and
experience of the incumbent as they relate to the organizational structure.
Job Family - A job family is a group of jobs in which the work performed is of a similar nature. It is a macro grouping based on a segmentation and primary concentration of jobs at DU.
Job Summary - a brief, general statement outlining the broad functions, responsibilities, and required qualifications of a job. This summary is not meant to replace the more specific job description which outlines in greater detail the purpose, essential functions, requirements, and competencies of a job as it relates more specifically to the needs of a unit, department, or division.
- Administrative Assistant (career ladder)
- Administrative Assistant I
- Administrative Assistant II
- Administrative Assistant III
- Assistant Dean
- Assistant Director
- Assistant Vice Chancellor
- Associate Dean
- Associate Director
- Associate Provost
- Associate Vice Chancellor
- Business Coordinator (career ladder)
- Business Coordinator I
- Business Coordinator II
- Business Coordinator III
- Business Officer (career ladder)
- Business Officer I
- Business Officer II
- Business Officer III
- Business Officer IV
- Executive Assistant
- Executive Director
- Program/Functional Director
- Program/Functional Manager
- Program Management (career ladder)
- Program Manager I
- Program Manager II
- Program Manager III
- Project Management (career ladder)
- Project Manager
- Senior Project Manager
Sustainable Compensation Guidelines - The benefited staff compensation program is designed to provide salary opportunities that are market competitive and internally equitable to enable DU to attract, retain, and engage our workforce. Guidelines are established to ensure consistency, transparency and a sustainable compensation program into the future.
FAQs - University wide Staff Compensation Study Frequently Asked Questions
Federal court blocks implementation of flsa rule
Late Tuesday afternoon, a federal court in Texas issued an order placing on hold the U.S. Department of Labor's implementation and enforcement of new overtime exemption rules that were set to go into effect on Dec. 1, 2016. This decision will delay changes in the Fair Labor Standards Act (FLSA) that governs exempt and non-exempt status and related overtime requirements.
At this point, it's unclear when issues around the new FLSA rules will be resolved.
Last week, DU shared information with employees who would be impacted by the change, and due to this injunction, today we shared the following update with these employees:
- Given the court's injunction and resulting delay, we have decided to not move forward with changes in position status. This affects 146 employees who were scheduled to move to non-exempt status on Dec. 1. These employees will remain exempt.
- Plans to raise salaries for employees whose annual salary fell below the new FLSA salary threshold for overtime pay will continue as planned. The University has decided to increase salaries for these employees effective Dec. 1. This decision is in line with our new staff compensation structure, and supports our goal of moving staff salaries closer to the market median for each position.
The University continues to monitor the status of the FLSA rule changes given this court order, and will continue to keep the community updated as to any changes or updates.
New Fair Labor Standards Act rule for white-collar job exemptions from overtime pay may 2016
In 2014, President Obama directed the Department of Labor (DOL) to update and modernize the regulations governing the exemption of executive, administrative and professional employees from the minimum wage and overtime pay protections of the Fair Labor Standards Act (FLSA).
FLSA is the federal law which establishes minimum wage, overtime pay eligibility, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in federal, state and local governments.
The DOL published a notice of proposed rulemaking on July 6, 2015, and received more than 270,000 comments. On May 18, 2016, DOL announced a “final rule” to update the regulations.
Here are a few quick facts about the new rule:
- The new minimum salary threshold to be eligible for overtime pay has been set at $47,476 per year. The current threshold is $23,660 annually. This means employees paid up to $47,476 will be eligible for overtime pay.
- Employers will need to be in compliance with the new regulations by December 1, 2016.
WHAT THIS MEANS FOR DU
The new rule changes the federal guidelines for overtime pay requirements under FLSA for higher education institutions along with all other organizations.
University of Denver’s Human Resources department has been following the DOL proposal for quite some time and is preparing to meet with each division/unit leader to discuss the impact in their areas.
As with most federal regulations, it will take time to fully understand the impact of this rule. So while it’s too soon to talk about specific impacts to individual positions within units, we will be meeting with division/unit leaders and sharing information as it relates to their units.
There are many websites, news stories and expert opinions covering the new FLSA rule. When you read more about it, it’s clear that not everything about the DOL rule is clear yet. Here are some articles and websites that give you some idea of the complexity around this change while helping you understand it better.
- University of Denver's Exemption Status Comparison Chart
- Department of Labor, Division of Wage and Hour, Final Rule: Overtime
- CUPAHR: 7 Things to Know about the NEW Overtime Regulations
- The White House, Statements and Releases, Fact Sheet of Overtime Rule