The University of Nevada, Reno is committed to having a fair and equitable compensation program in order to fulfill its mission as a land-grant university which provides undergraduate, graduate, and professional studies in programs reflecting the needs and interests of the state, region, and nation. An effective compensation program is designed to foster creative and scholarly activity and to encourage and support faculty research and application of that research to state and national interests and issues. The University shall maintain a comprehensive compensation program. This program will focus on attracting, retaining, motivating, and rewarding a qualified, creative, dedicated, and diverse workforce. It will reflect the values, characteristics and mission of the University of Nevada, Reno which, as a state-assisted institution, bears the responsibility of administering resources devoted to faculty compensation in an efficient and effective way. Classified staff compensation is governed by the Nevada Legislature and Governor's office.
The University recognizes the intrinsic value of benefits afforded to its employees in addition to direct salary compensation. These benefits include health and wellness benefits, retirement programs, quality of work life as evidenced by flexibility and staff development, and a challenging, empowering, and professional environment conducive to a high level of achievement in the context of an internationally recognized university setting. Within the boundaries of financial feasibility, faculty compensation shall be externally competitive and internally equitable and shall be based upon professional preparation and performance as recognized in the context of departmental requirements and expectations.
All university employees are responsible for integrating the university's commitment to Affirmative Action and Equal Opportunity in all recruitment, promotion, and compensation evaluation actions.
The University of Nevada, Reno Human Resources office (HR), in conjunction with the Nevada System of Higher Education (NSHE), is responsible for reviewing the salary structure to determine how inflation and other factors have impacted the University's compensation system. Salaries will be systematically and periodically reviewed by researching and evaluating wage and salary data and trends to assure that the University's compensation program remains competitive with the appropriate labor market. HR, with the assistance of staff committees, is responsible for managing compensation policies and programs for all University faculty. HR's responsibilities include assisting in the following: developing, implementing and maintaining job evaluation plans, administering and updating compensation policies and procedures, evaluating newly created positions, evaluating and auditing existing positions, defending classification decisions through appeals processes, and serving as an informational resource to the University community on compensation issues.
University personnel with supervisory responsibility must be aware of the goals for the compensation program and for equitably administering the program.
Faculty and staff are expected to utilize their professional skills, knowledge and experience at a level that ensures the highest level of productivity.