Compensation | Webster University




To support the Mission, Vision and Values of Webster University and the educational purpose for which it exists, the University’s compensation programs are designed and administered to:

  • Ensure that Webster University can attract and retain highly talented faculty and staff who are committed to advancing Webster University’s mission and vision
  • Target regional and national universities of comparable size, scope, structure and program offerings to assess the competitive market faculty and staff compensation practices
  • Use the 50th percentile of benchmark data as a target for establishing salary ranges for faculty and staff positions
  • Set each employee’s base salary at an appropriate level based on:
    • The employee’s discipline and rank, or classification,
    • The employee’s experience and length of service in total and with Webster University,
    • The employee’s performance,
    • Internal equity considerations, and
    • The financial resources available
  • Provide appropriate and competitive benefits based on Webster university’s mission, vision and business need
  • Ensure that employee total compensation is appropriate and competitive.


Position Descriptions

The description of each staff position is defined and is the basis for establishing comparative relationships with the market and internally. In collaboration with operational leadership, Human Resources assesses each position for placement in a pay grade based on the market and/or its internal relationship with other like positions within Webster. The description includes a general description, essential duties, educational and physical requirements of the position as well as non-essential duties and preferred requirements. It reflects reporting relationships impacting the position. All positions are classified as exempt or non-exempt in accordance with the provisions of the Fair Labor Standards Act.
Faculty positions are established by rank and by Classification of Instructional Program (CIP) discipline by the academic leadership and in collaboration with Human Resources. Each position is assigned to a pay grade. Information about rank progression of faculty positions is reflected in the University Handbook.


Salary Ranges

The staff salary ranges are established to ensure all campus sites are at an equivalent level of market competitiveness after taking into account their geographic locations. Positions are assigned to a pay grade and salary structure by location. The three salary structures established by location are referenced as National, Discount (10% less than the National structure) and Premium (10% more than the National structure).

The faculty salary ranges are established to ensure that disciplines with similar market value are clustered together. There is one faculty structure establishing individual pay grades by rank and Classification of Instructional Program (CIP) discipline.
Salary ranges reflect a minimum, midpoint and maximum salary. The minimum is the lowest amount paid for entry into a position. The midpoint is the market reference point around which most employees could expect to be paid after several years of experience and sustained acceptable performance. The maximum is the highest dollar amount generally paid for the position.

Salary ranges will be periodically reviewed by Human Resources for adjustment to the market. Any change in the structure is approved by the President. Interim adjustments that are warranted due to market shifts will be addressed as necessary. Webster University will adhere to all minimum wage state and federal government requirements.
The salary structures and positions by pay grade are posted on the Human Resources channel in Connections.


Hiring Guidelines

Employees are hired at least at the minimum of the range for the position. Exceptions may be made to this when market or internal conditions necessitate such action which should be approved by Human Resources. Budgetary parameters must be taken into consideration and any exception must be approved through the Budget Office. Internal equity should be considered when establishing the hiring salary.


Merit Increases

The annual merit increase budget is recommended by Human Resources and Finance and approved by the University’s Board of Trustees. Increases are based on an individual’s performance, attendance and overall contribution to the work of their department and University. An employee’s performance is reviewed formally no later than April 30 for the fiscal year. Employees whose current salary is at or above the maximum of the pay grade may receive a merit increase if their performance is considered overall commendable or superior. Generally, employees hired during the current fiscal year will receive a pro-rated merit increase based on the number of months employed. Employees hired in April or May will not typically receive an increase until the following fiscal year.



If an employee is promoted to a higher pay grade or rank or if the position is significantly restructured so that it is assigned to a higher grade, the employee will be given the greater of the minimum of the new salary range or an increase over current salary that reflects the promotion, supports internal equity and is financially supported within the department’s budget.

An employee who is promoted temporarily to a position in a higher pay grade but does not meet the position’s minimum requirements may receive a temporary increase in pay for the duration of the assignment. If the employee meets the minimum requirements of the temporary assignment, the promotional increase guidelines are followed.

Positions are considered for reclassification as they are vacant or as a leader determines it is necessary to support the operational and strategic requirements of the department and/or organization. The top divisional leader of the department submits a revised position description for review by Human Resources. In collaboration with division leadership, Human Resources assesses the position for placement in a pay grade based on the market and/or its internal relationship with other like positions within Webster. The Associate Vice President and Chief Human Resources Officer in coordination with the top divisional leader provides final approval for recommended changes. Employees impacted by reclassifications will be given the greater of the minimum of the new salary range or an increase over current salary that reflects the reclassification supports internal equity and is financially supported within the department’s budget.



A position that is downgraded reflects a change in the organizational structure or in the market or internal relationship to like positions within the organization. Employee pay rates will be reviewed to determine appropriate pay rate based on the new classification.



A demotion is a voluntary move by an employee from a position in a higher grade to one in a lower grade. The salary of the demoted employee will be reduced in consideration of the new pay grade and internal equity.



Employees may transfer from one position to another with the same pay grade. These are not typically awarded an increase, though performance in the previous position should be factored into the annual merit assessment.