University Human Resources
Managing Your Team
Policies and Labor Relations
Stay informed on University policies and workplace agreements that guide fair and consistent management practices.
Access Human Resources policies to ensure your team's operations align with University standards.
Review current union contracts and related workplace practices.
Performance and Development
Tools and guidance to support meaningful performance conversations and employee growth.
Resources for annual reviews, evaluation forms and effective performance discussions.
This self-directed online module provides tools and best practices for preparing and communicating effective performance evaluations that foster professional growth.
Invest in Your Leadership
UHR offers programs to support your managerial or supervisory role, including Management Essentials for foundational leadership skills.
Compensation
Resources to support fair, consistent and compliant compensation decisions.
A comprehensive overview of non-union staff compensation programs and resources.
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.
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.
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.
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.
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.
Workplace Flexibility and Time Away
Alternative Work Assignments (AWAs) provide flexible work arrangements that support both University operational needs and employee work-life balance.
Vacation time provides employees with paid time away from work. Time off is accrued over time and should be scheduled in advance, based on the needs of both the employee and the department.
Brown designates a Winter Break period each year, with specific dates announced by University Human Resources. With the exception of Christmas Eve, Christmas Day and New Year’s Day, Winter Break days are not official University holidays and do not count against an employee’s vacation balance. These additional days are provided as paid time off for eligible staff.
Employee Support and Accommodations
Partner with the Leave and Accommodations team to evaluate and implement requests that help your staff thrive.
The Employee and Labor Relations team is available to consult with you regarding the EAP and how it can support your staff.