The CCPI modernizes Brown’s approach toward compensation and career development.

Brown University is committed to fostering a workplace where all employees feel valued, respected and fairly compensated for their contributions. As part of this commitment, UHR partners with an external compensation consultant on a periodic basis to conduct comprehensive pay equity studies. These studies help identify and address potential salary inequities among non-union, benefits-eligible staff.

Brown University is committed to maintaining competitive and equitable compensation practices. Salary ranges are established using a structured, data-informed approach designed to reflect both internal equity and external market conditions. These ranges provide a framework for consistent pay decisions across job families and levels.

Job families provide a framework for organizing roles across Brown University based on the type of work performed and the skills required. They help bring consistency to how jobs are defined, evaluated and developed, while also supporting career growth and workforce planning.

Every staff position at Brown University is supported by a job description that accurately defines the role. A well-crafted job description outlines the position’s primary responsibilities, explains how those responsibilities are carried out and identifies the knowledge, skills and abilities required for success.

Brown University uses a structured approach to evaluate jobs and determine base pay, ensuring that roles are aligned appropriately and compensated based on their responsibilities, scope and impact. This process incorporates market data, organizational alignment and individual qualifications to support consistent and well-informed pay decisions across the University.

Keeping job descriptions accurate is essential to ensuring roles are evaluated fairly and consistently. As positions evolve, responsibilities and expectations may shift. When those changes are significant, a formal review, known as a job audit, may be required to assess whether the role has grown in scope or should be reclassified.

Equity adjustments are intended to ensure that employee compensation remains fair, competitive and aligned with both internal structures and external market benchmarks. These adjustments are used to address pay disparities and support the University’s commitment to equitable compensation practices.

Organizational structures must evolve to support changing priorities, programs and resources. Brown University supports thoughtful, strategic organizational design to ensure work is aligned effectively and resources are used efficiently.

From time to time, staff may be asked to take on additional or temporary responsibilities that fall outside the scope of their regular role. Supplemental pay recognizes these assignments when employees assume additional duties that support departmental needs, while also providing opportunities to develop new skills and gain broader experience.

Brown University is committed to fair and compliant pay practices. All staff positions, including student employees, are governed by the federal Fair Labor Standards Act (FLSA) and applicable Rhode Island labor laws. These regulations determine overtime eligibility, pay requirements and job classifications.