日本一本道a不卡免费Arizona State University defines total compensation as more than the salary paid for the valuable work performed to support the success of our ASU students.

Total compensation:

  • Access to world-class educational opportunities at deeply discounted rates.

  • 日本一本道a不卡免费A comprehensive package of affordable benefit plans and programs.

  • Salary and wages paid.

The compensation area of the Office of Human Resources provides guidance, recommendations and strategic solutions. This unit consults with management to ensure equitable, fair treatment of staff and compliance with regulations and laws on these topics:

  • Compensation delivery mechanisms.

  • 日本一本道a不卡免费Job design.

  • Market dynamics.

  • 日本一本道a不卡免费Salary decisions.


  • Compliance with applicable regulations and financially responsible.

  • Considers the relevant market.

  • Flexibility in pay administration.

  • Provide opportunities to reward performance, proficiency, and outcomes.

  • 日本一本道a不卡免费Support employee’s desire for career growth.

ASU HR conducts an annual comprehensive market study to determine employee pay. Data on average and median pay from a variety of salary surveys, typically five, is used as the basis of this analysis. These changes take effect Oct. 7, 2019. 

The Market Reference Points, along with the zone low and zone high levels, will increase for the identified positions. About 25 percent of current jobs will be updated. 

As these adjustments are implemented, there may be employees whose current pay rate will be under the updated zone low. There is no requirement to adjust an individual employee’s rate to that new low zone. 

Arizona State University commits to maintaining a compensation structure reflective of job market dynamics. Each job is assigned a market zone consistent with compensation principles and market relationship.  


Classification or job descriptions

Job classification is determined by defining and evaluating its authority level, duties and responsibilities. Use the  Position Analysis Questionnaire form to determine a job classification.   

Framework elements

  • Job category definitions – a systematic grouping of jobs generally in organizational order into which each staff job is assigned. These are also used for vacation accrual.

  • 日本一本道a不卡免费Market Reference Point – relative pay rate for a job considering the market relationship.

  • Market Reference Zone日本一本道a不卡免费 – spread around MRP and varies by category. 

References and resources

Salary guidelines

Consider the equity, expertise and performance of an employee to determine an appropriate salary. Before extending an offer to a candidate, ASU HR recommends these competency level guidelines: