University Human Resources
Evaluating Jobs and Determining Pay
Evaluating Jobs
Compensation Services partners with Human Resources Business Partners and senior leaders to apply a consistent and equitable approach of evaluating jobs, aligning grade levels and determining base pay.
Together, we review each job description to understand the role's scope, impact, metrics, reporting structure, complexity and level of accountability. Positions are then compared to similar roles within the department and across the University to determine the appropriate grade level.
For new or specialized roles, Compensation Services collaborated with central functional areas to ensure jobs alignment and consistency across Brown. For more information, refer to the Job Evaluation Rubric.
Determining Base Pay
Base pay is the amount a staff member earns before any additional compensation, such as overtime, shift differentials or supplemental pay.
At Brown, base pay is determined using three primary factors: external market data, internal equity and individual qualifications. These elements work together to support consistent and informed pay decisions for new hires, current staff and employees moving into new roles.
External Market Data +
targeting the market median, or 50th percentile
Internal Equity +
reviewing base pay across similar roles to ensure fairness and consistency
Individual Qualifications =
experience and skills aligned with the role
Base Pay
the compensation received before any additional earnings such as supplemental pay or overtime
External Market Data
Brown reviews compensation data from third-party survey providers to understand pay practices across higher education and relevant industries in the Northeast region. The University generally targets the market median (50th percentile), aligning pay with competitive market benchmarks.
Internal Equity
Base pay is evaluated in relation to similar roles across the University, considering job family, grade and job profile, to support consistency in compensation practices.
Individual Qualifications
Experience, knowledge, skills and education are assessed in relation to the requirements of the role. These factors help determine where an individual’s pay falls within the established salary range.
Together, these three factors inform base pay decisions across a variety of scenarios, including new hires, promotions, lateral transfers and equity reviews. In the case of lateral transfers (roles at the same grade level), base pay is reviewed for alignment but may not result in a salary increase.
Total Rewards
Compensation is one part of Brown’s Total Rewards approach. Employees may also have access to a comprehensive package that can include paid time off, health and wellness benefits, tuition reimbursement, an employee assistance program and additional resources that support overall well-being.