Moving Forward on Total Rewards Findings
In the fall of 2022, Creighton administered a Total Rewards Survey to better understand the compensation and benefits programs that faculty and staff value most. The survey addressed compensation benefits, retirement, time off, services, workplace experience and more.
The Total Rewards Survey was developed following feedback from the University’s 2021 Campus Climate Survey, which canvassed faculty, staff and students on how well the University was meeting its mission of providing a welcoming and inclusive environment for all.
More than 50% of faculty and staff completed the Total Rewards Survey and based on those responses the University created an action plan for next steps and identified initial areas of emphasis moving forward.
As part of the action plan, the University announced in May 2023 an expansion of tuition remission benefits for employees, their spouses and their dependent children which was effective beginning with the fall 2023 semester. Parental Leave and Bereavement time off were also enhanced, and Personal/Family Support Leave was added in January 2024.
Based on survey responses, a primary area of emphasis was an evaluation of base pay. In March 2023, the University launched a multiphase compensation review, starting with staff pay in positions placed within pay grades K, J, I, H, G and IT Band 1 earning less than $50,000 annually. Phase 1 adjustments were implemented in October 2023. Phase 2 was completed in July 2024, which focused on staff represented in grades F, E and IT Bands 2 and 3. Phase 3 was launched in April 2024 for 236 staff in 194 positions placed within pay grades C, D and IT Band 4.
Also, during this time, a separate faculty market compensation review was conducted. Provost Mardell Wilson, EdD, will be sharing more details about the faculty compensation review process directly with the faculty later this month.
As part of the upcoming October 2024 merit increases, we are pleased to announce the completion of the staff Phase 3 market compensation review and the faculty market compensation review.
Due to the increased scope and financial impact, market adjustments will be implemented across two merit cycles over the next 13 months with 50% being implemented on Oct. 1, 2024, and the remaining 50% to be implemented on Oct. 1, 2025.
The phased market review effort will continue to intersect with additional forthcoming adjustments that are being monitored, including future installments of the minimum wage mandate(s) in Nebraska and Arizona coupled with secondary adjustments of the FLSA (Fair Labor Standards Act) salary threshold to be implemented in January 2025.
Staff Compensation Review – Phase 3
Creighton leadership is pleased to share the results of this work and the planned market adjustments to enhance the competitive position of base pay for positions that have been found to be below market. Please note that an employee’s experience, skill level and other performance factors will continue to affect individual pay levels related to the market median.
Data revealed that among those in grades C, D and IT Band 4:
- 68 benefits-eligible employees, in 58 staff positions, were below market pay and eligible for an increase
- 165 benefits-eligible employees, in 136 staff positions, were at market pay
Based upon the analysis of these results and careful assessment of the University’s FY25 budget, the employees in the 58 staff positions identified as below market pay will be eligible for one of the following market adjustments:
- 5% pay increase for those benefits-eligible staff hired before Oct. 1, 2023, in positions identified as below market
- 3% pay increase for those benefits-eligible employees hired before Oct. 1, 2023, in positions identified as slightly below market
When will these market adjustments take effect?
As part of the upcoming October 2024 merit increases, we are pleased to move forward with the approved Phase 3 staff market adjustment recommendations and the faculty market adjustment recommendations, which will be implemented over the next 13 months with 50% being implemented on Oct. 1, 2024, and the remaining 50% to be implemented on Oct. 1, 2025.
Market adjustments are independent of the upcoming merit increase process; all qualified employees will continue to be eligible for an annual merit increase.
What’s next?
Adjustments within each phase continue to be reviewed holistically prior to implementation to ensure alignment with budget funding. The phased market review effort will continue to intersect with additional forthcoming adjustments that are being monitored, including future installments of the minimum wage mandate(s) in Nebraska and Arizona coupled with secondary adjustments of the FLSA salary threshold to be implemented in January 2025.
Phase 4 of the staff analysis will run through March 2025 (tentative) and includes a review of staff positions placed within ranges A, B, X and IT Band 5. We will continue to use a phased approach and utilize consistent methodology and survey data to inform and guide this process for both staff and faculty.
More on Total Rewards
Competitive benefits, rewards and programs is an area of continued focus for the university. We continue to utilize the feedback from the Total Rewards Survey to evaluate compensation and benefit programs holistically and identify opportunities for enhancements while balancing cost considerations. Read more about the Total Rewards Survey and next steps.