The University of Nevada, Reno is committed to a comprehensive, fair and equitable compensation program in order to fulfill its mission as a land-grant and Tier 1 research university.
This program will focus on attracting, retaining, motivating, and rewarding a diverse, qualified, creative, and dedicated 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 workplace conditions, staff, competitive salary and benefits, job security, safety and opportunities for 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 employees have an annual base salary or hourly pay rate. Base salary can be increased through cost-of-living adjustments and merit increases. Additionally, faculty are eligible for academic promotions, administrative in-grade promotions or promotions to a new grade, equity adjustments, and/or compression/salary assessment study adjustments that impact base salary.
Overload, supplemental salary adjustments, stipends and temporary adjustments are available under specified conditions and do not impact base salary. Supplemental pay — overload, supplemental salary adjustments and stipends — may not exceed 50% of base salary. An increase or decrease in base salary may also occur through a transfer, reorganization or demotion.