The University of Denver (DU) aspires to foster a sense of community and promote diversity and inclusivity. As a key part of its benefited 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 our 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 target the median of general industry and identified higher education markets based on appropriate talent segments determined by the type and level of the job, as well as individual qualifications.
DU's overall performance, strategic objectives, financial capability, economic conditions, and departmental budgets impact the annual budget available for potential salary increase opportunities. In support 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 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.
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.
A job summary is 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.
New Fair Labor Standards Act Rule for White-Collar Job Exemptions from Overtime Pay – March, 2019
In 2019, the Department of Labor (DOL) proposed updates to 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 of 1938 (FLSA).
FLSA is the federal law that establishes minimum wage, overtime pay eligibility, record-keeping, 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 rule-making on March 7, 2019. The new minimum salary threshold to be eligible for overtime pay has been set at $35,568 per year. The previous threshold was $23,660 annually. This means that employees paid up to $35,308 can be eligible for overtime pay.
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. 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.
Here are some articles and websites that give you some idea of the complexity around this change while helping you understand it better.