Compensation includes the combined value of an employee’s salary, benefits, retirement contributions, qualified tuition reduction and more.
This page outlines how the University of Arizona ensures our compensation structure is data-driven, equitable and in compliance with all relevant laws.
Learn the value of your total compensation package
Compensation News and Updates
Temporary compensation freeze in effect
Dec. 18, 2023
The Financial Action Plan states there is a “compensation freeze to include all compensation and pay structure adjustments.” This affects the Salary Increase Program, Incumbent Reviews, retention offers, additional duties, and more.
New Compensation Annual Cycle Flyer Published
Oct. 10, 2023
Please reference this flyer to help understand or communicate the annual compensation cycle and how it intersects with the annual budget cycle.
Flexible Work Added to Position Description Form
March. 13, 2023
A section was added to the position description form to allow units to enter what flexible work arrangements are available for the position.
The University’s compensation philosophy is built on the following:
- Maintaining a data-driven, competitive compensation structure that is updated regularly (External Market Data Review).
- Establishing a consistent and equitable approach to compensation decisions.
- Complying with all relevant federal and state laws while ensuring sound stewardship of available compensation funding.
Please contact your Senior HR Partner with questions.
Fair Labor Standards Act
The FLSA is a federal law that sets labor standards. Based on FLSA standards, employees are either exempt (salaried) or nonexempt (hourly, entitled to overtime) as determined by their compensation and job duties.
University Minimum Wage
For student workers
Compensation Annual Cycle
To adhere to the components of our compensation philosophy, the HR compliance team conducts several core activities on an annual cycle.
These seasonal activities align with the University's budget cycle, and ensure a data-driven, equitable and competitive compensation structure.
Frequently Asked Questions
As part of UCAP, the University mapped all Classified Staff employees to jobs within the career architecture. At that time, Classified Staff employees had the option to move to the University Staff position where they had been mapped or to maintain their Classified Staff status.
Employees who remain in the Classified Staff employee category still follow the FLSA exemption status and pay range of their career-architecture-mapped position. Classified Staff employees who receive a promotion or change jobs are required to transition to University Staff employment.
Yes, Classified Staff employees have the option to transition to University Staff employment at any time. They must complete the Transition to University Staff Form (PDF) and follow the submission instructions on the form.
Yes. A Classified Staff employee who meets all eligibility criteria is eligible for compensation/merit increases based on the pay grade for their mapped position.