Compensation Philosophy

Trinity University is committed to providing a fair and competitive staff compensation program that attracts and retains a highly qualified and diverse workforce.

Accordingly, the classification and compensation process has the following objectives:
 

Staff Salary Structure

Trinity’s pay structure serves as the framework for competitive, fair and consistent pay decisions for staff employees.  Each staff job is assigned a unique job code and title, and is placed in a pay grade based on an evaluation of the job duties and requirements of the position as documented in the job description. 

Each pay grade has an associated pay range that is applied to every job within that pay grade. Each job within a pay grade, while it may perform different duties and/or for different departments, consists of duties that require similar levels of knowledge, skills and abilities.

Using our job descriptions, Trinity identifies similar benchmark jobs in market pay surveys, at Universities with similar enrollment and budget size and within the relevant geographic areas where we recruit.  This process, repeated biennially, is how Trinity keeps our ranges competitive.

Each pay range has a minimum, midpoint and maximum:  

• Minimum - Employees who are new to the job, are in a learning situation, do not have substantial experience in the new position and/or require additional training to build the knowledge and skills to be fully proficient and successful in the job. 

• Midpoint - Represents the competitive market rate for the position for fully experienced employees.  The employee has demonstrated the ability to perform duties successfully under the normal level of supervision required.

• Maximum - Reserved for employees whose performance and contribution consistently exceeds expectations.  They consistently demonstrate mastery of their position and potential for advancement to more complex and responsible positions. It is rare that an employee reaches the maximum of their pay range prior to promotion to more senior positions.

To determine equitable pay rates when we hire or transfer an employee to a new job code, we start with the pay range, pay rates of other employees performing similar roles, as well as the knowledge and relevant job experience of the new or transferring employee.