Compensation Services partners with Human Resources Business Partners or senior leaders to apply a consistent and equitable method of evaluating jobs, aligning grade levels, and determining base pay.

Together, we review the job description to understand the scope, impact, metrics, reporting structure, complexity of the work, and accountability of the role. Jobs are compared to similar positions in the department and across Brown to determine the grade level. We also partner with central functional areas at Brown for any new positions related to those functions to ensure jobs are being leveled consistently across the University.

Compensation at Brown is determined by assessing multiple factors including external market data, internal equity, and individual qualifications. Below is information that outlines how base pay is determined.

External Market Data

Brown purchases market survey data annually which is published by third party providers, ensuring validity of the data. This data represents both higher education and industry data for the local and northeast region.

Internal Equity

Internal equity is reviewed by analyzing the base pay of same or similar jobs (jobs in the same job family, grade, and job profile) across the university to ensure fairness and consistency. 

Individual Qualifications

Current staff and job candidates are evaluated based on factors such as years of directly related career experience, knowledge, and education relative to the requirements of the job.

While pay is important to all of us, it is just one piece of Total Rewards at Brown, which may also include paid time off, benefits, tuition reimbursement, an employee assistance program, and more.