SCOPE FAQs

Employers commonly review and update their human resource processes and systems periodically. The university has not reviewed its classification and compensation system for a number of years. A new job classification and compensation system will help the university achieve four goals:

• Attract and retain qualified employees
• Provide fair salaries for all workers at UM
• Provide clearer paths for career growth and advancement
• Place most employee groups (faculty, staff, executive) into a formal university wide compensation and classification program

This classification and compensation study examines how the university defines and groups jobs and determines the appropriate pay for them. The study draws upon internal information, such as current job descriptions, pay structure and feedback from current employees, but also looks at external information such as salary data and approaches taken by other universities. The study will produce recommendations for pay grades and pay administration policies. Ultimately, the study will help us understand how UM’s compensation levels compare to other higher education institutions and ensure they remain competitive. The goal is to build a sustainable, competitive and consistent compensation structure.

While this decision has not yet been made, the university is committed to sharing the information as soon as it is available. 

Yes, all levels of the university will be involved in the process. Information will be communicated through the university’s leadership and the Faculty Senate. Employees will also have the opportunity to engage directly through open forums. See the Governance and Stakeholder page to understand how all groups will be a part of the process. Also see the Engagement page for engagement opportunities.

SCOPE will create new structures and processes for setting and adjusting pay. The goal is to build a clear, data-based compensation program. Pay adjustments will be a likely outcome of this goal, although not all employees will be recommended for an adjustment.

SCOPE will provide insight into how salaries at the University of Mississippi compare with those of peer institutions. One overarching goal is to provide a structure that enables employees to receive competitive pay. Salary adjustments are a likely outcome.

This work has not yet been completed, but the university will leverage standardized Classification of Instructional Programs, or CIP, codes across higher education and break down the roles of faculty by specific discipline. Then based on compensable factors, the university will decide whether current compensation is aligned with the new structure or if adjustments are needed.

Please see the Stakeholders and Governance page for this information. All employees on campus may also engage in this project through open forums.

Yes. Transparency is a guiding principle of the project. This website will serve as the central location for all up-to-date information. As SCOPE progresses, many communication channels will be used to share information and updates, including UM Today messages, the Red & Blue employee e-newsletter, in-person meetings, Zoom sessions, open forums, HR website updates and town hall meetings. The university will also rely on engagement from all employees. Please share all information as it becomes available across your respective teams and peers, and reach out to HR with questions.

Employees can be confident that their compensation is based on data. The university will compare individual employees’ set of responsibilities to those who perform the same type of work in the market at large and calculate compensation based on that data. This project will reduce inconsistency, inequity and lack of clarity in how the university compensates its employees.

• A general or automatic university wide pay adjustment
• An effort to reduce headcount
• A specific reorganization of departments or restructuring of the university’s hierarchy
• An employee-specific or unit/department performance review

Yes. During the implementation phase of the project, compression will be an important factor in decision making regarding pay adjustments.