Base pay is salary paid for a job performed. It does not include any premium pay such as shift differentials, overtime pay, supplemental pay or any pay element other than the base rate.

A career framework organizes and defines jobs. Components include job families, subfamilies, job profiles, career streams and career levels.

A career pathway is a series of defined levels of jobs within a job family that provide a roadmap to identify career goals. Each level outlines the skills, knowledge and experience necessary to progress to another level or laterally across an organization.

Classification is a system in which jobs are grouped together based on similarities in terms of the work they involve and the skills and knowledge needed to do them in order to assign a grade, title and compensation level.

A compensation philosophy sets the foundation of an organization's compensation framework and establishes a cohesive set of principles for all levels for decisions around salary.

Grade is a type of organizational structure that categorizes jobs by level of authority, responsibilities and pay. Market rates and salaries may differ between job families, subfamilies, and job profiles. Therefore, positions in the same grade can have different pay levels.

A job family is a group of jobs involving similar types of work and requiring similar training, skills, knowledge and expertise. The job family helps organize related jobs for purposes of pay and career progression. Examples include human resources, information technology and research.

A job framework is a tool that makes visible the collection and organization of jobs to reflect the hierarchy and associated pay ranges. Brown currently has one job framework that includes 15 grades for all career streams/job families. This initiative will provide more clarity and transparency around job levels by introducing a new framework.

Job leveling is a process that categorizes roles within an organization based on their scope, complexity, authority and requirements.

The job profile groups positions that have the same nature of work and compensation grade and require a similar degree of experience. Examples of job profiles include Administrative Coordinator 2, Financial Analyst 2 and Communications Specialist 2.

A job subfamily is a subset of a job family, usually more specialized in nature. Examples include: Compensation, Benefits, Talent Acquisition (subfamilies within Human Resources job family) and Application Developer, Programmer, Systems Administration (subfamilies within Information Technology).

Market analysis is an ongoing process that is conducted to analyze job trends and salary levels/rates paid in the market.

A blend of compensation surveys that aggregates data points to provide a targeted salary range for similar roles. Survey data is compared across higher education and other industries as well as local, regional, and national data to develop the right blend for market pricing for each role.

Pay equity refers to compensating employees who are performing substantially similar or comparable work in an equitable way based on their responsibilities and experience. Equitable is different from equal since staff may have different related experience.

The salary ranges for each grade are designed to be broad so they can accommodate the differences in market pay for different job families within each grade. Pay within each job grade varies based on the external market for each job family and internal equity. The midpoint represents the middle value between the minimum and maximum in the salary range and, therefore, should not be used as the salary target. Instead, the salary target for a position should be based on the external market and internal equity for the type of role.

The gathering, summarizing and analysis of relevant market data on wages and salaries for benchmark jobs (standard and consistent roles) by a third-party. Salary surveys are used to analyze pay and/or adjust pay levels in response to competitive pay changes.