Compensation Overview

Compensation four seasons cycle. Market Review, Budget Planning, Salary Increase Program, Changes Effective

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.

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Compensation News and Updates

Temporary Compensation Freeze Has Been Lifted

July 1, 2024

The compensation freeze that was part of the University's financial action plan has been lifted. Moving forward, you must work closely with your Senior HR Partner for guidance aligning with your unit’s staffing plans for FY 2025.

Changes to FLSA Overtime Regulations May Affect Exemption Statuses

May 31, 2024

The Department of Labor has announced planned updates to the Fair Labor Standards Act compensation threshold. The updates will increase the threshold on July 1, 2024, then again on Jan. 1, 2025.

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.

The Basics

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.

Fair Labor Standards Act

The FLSA is a federal law that sets labor standards. Based on FLSA standards, employees are either salaried (exempt) or hourly (overtime eligible) as determined by their compensation and job duties.

FLSA & Overtime Policy

Salary vs. Hourly Page

Timekeeping Guidance

The following are user guides for the University Fair Labor Standards Act and Overtime Policy. This information does not modify, replace or supersede that policy.

Employee's Guide (PDF)

Supervisor's Guide (PDF)

University Minimum Wage

For employees

For student workers

Compensation Annual Cycle

 Compensation annual cycle. Market Review, Budget Planning, Salary Increase Program, Changes Effective

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.

Compensation Annual Cycle PDF

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. 

Do you need more assistance?

General planning and support: College/Division Senior HR Partner
Budget planning and process: College/Division Business Officer