Salary Study

Human Resources

About the Study

A compensation study examines how Nevada State University structures pay across academic and administrative faculty roles, evaluating whether compensation is competitive with the external market, equitable across departments, and aligned with job responsibilities and levels.

Working with Deloitte, the University is conducting a market competitive assessment, reviewing salary structures, refining job architecture, and developing a clear compensation philosophy that will guide future pay decisions with consistency and transparency.

The study also includes a review of job titles, career pathways, and negotiation methodology, giving academic and administrative faculty clearer visibility into how roles are defined and how pay decisions are made.

Communications

Stay informed with official study communications from Nevada State University leadership and Human Resources.

Salary Study Update

Jul 1, 2026

Nevada State University Comprehensive Salary Study Launch

May 14, 2026

Study Timeline

The Compensation Study is structured across five phases throughout Summer 2026.

Phase 1

Planning and Initiation Complete

Finalized project scope, objectives, stakeholder involvement, deliverables, and timeline. Engaged Deloitte as consulting partner.

Phase 2

Current State Assessment Complete

Analyzed current classification data, reviewed existing documentation, and conducted stakeholder interviews to understand the current compensation structure and context.

Phase 3

Market Competitive Assessment In Progress

Benchmarking University roles against comparable institutions and organizations. Identifying compensation gaps and opportunities to inform pay decisions.

Phase 4

Compensation Philosophy and Structure Design Upcoming

Developing the compensation philosophy, salary structures, job architecture, titling standards, and negotiation methodology in partnership with University leadership.

Phase 5

Recommendations, Socialization and Implementation Upcoming

Presenting findings to University leadership, communicating outcomes to academic and administrative faculty, and developing an implementation roadmap aligned with institutional priorities and available resources.

Frequently Asked Questions

What is the purpose of this study?

This study is designed to evaluate and strengthen how Nevada State University approaches academic and administrative faculty compensation. It will help ensure that pay practices are fair, transparent, competitive, and aligned with the University’s mission and goals.

What positions does the study cover?

The Compensation Study covers academic and administrative faculty positions across Nevada State University.

Why is Nevada State University undertaking this work now?

The higher education job market continues to evolve, and institutions must remain competitive to attract and retain talent. This study ensures the University’s compensation practices reflect current market conditions, support recruitment and retention, and promote internal equity and consistency.

What is a "market competitive assessment"?

A market competitive assessment compares University roles to similar positions at other universities and organizations. It helps understand how Nevada State pay levels compare externally, identifies gaps or opportunities, and provides data to support informed compensation decisions.

What is a compensation philosophy?

A compensation philosophy is a formal statement that defines how the University approaches pay decisions, including how it balances competitiveness, internal fairness, and budget considerations. It ensures consistent and transparent decision-making, aligns compensation practices with institutional goals, and provides a guiding framework for leaders and academic and administrative faculty.

Will employees’ salaries change as part of this study?

This study focuses on evaluating and designing compensation structures and strategies. Any future salary decisions will be made by the University based on the study’s findings, institutional priorities, and available resources. No automatic salary increases will be made as a result of this study. No salaries will decrease as a result of this study.

What are "salary structures," and why are they being reviewed?

Salary structures are the ranges that define how much different roles can be paid, based on factors such as job level, responsibilities, and experience. Reviewing them ensures pay ranges are competitive and up to date, promotes fairness and equity across roles, and helps clarify opportunities for growth and progression.

What does "salary placement" mean?

Salary placement refers to how individual roles are positioned within salary ranges. It ensures consistency across departments, aligns compensation with job responsibilities and market data, and supports equitable pay practices.

What is a "job architecture" and why is it important?

Job architecture refers to how roles are organized across the University, including job levels, titles, and progression pathways. It creates clarity on career paths, supports consistency across departments, and helps academic and administrative faculty understand growth opportunities.

What is being done about job titles?

The study includes a review of job titles and naming conventions to ensure they are clear and consistent, aligned with industry norms, and reflective of responsibilities and levels. Clear and consistent titles improve understanding of roles internally and externally, including for hiring and career progression.

How will this study improve fairness and consistency?

The study takes a data-driven and standardized approach to compensation by using external market benchmarks, reviewing internal job structures, and establishing consistent frameworks for decisions. This helps reduce inconsistencies and improves transparency across the University.

What is the "negotiation methodology" being developed?

The study includes developing a consistent approach to how compensation-related negotiations are conducted. This ensures fairness and consistency in negotiations, provides clear guidelines for decision-makers, and supports alignment with institutional priorities.

How will stakeholder input be incorporated?

University leaders and governance representatives will provide input throughout the study to ensure that outcomes reflect institutional priorities, workforce needs, and operational realities.

How will this study benefit employees?

Academic and administrative faculty can expect improvements in transparency in how pay decisions are made, clarity in job roles and career paths, and alignment of pay with responsibilities and market trends.

What happens after the study is complete?

The University will review the findings and recommendations and determine how to implement them in alignment with institutional priorities and resources. Further communications will be shared with academic and administrative faculty as decisions are made.

How does this study align with Nevada State University’s mission?

By strengthening compensation practices, the University supports its ability to attract and retain talented academic and administrative faculty, deliver high-quality education and services, and sustain long-term organizational effectiveness.

Important note: This study focuses on evaluating and designing compensation structures and strategies. Any future salary decisions will be made by the University based on the study’s findings, institutional priorities, and available resources. No automatic salary changes will be made.

Questions?

Contact Human Resources at hr@nevadastate.edu or visit the HR office during business hours.

702.992.2000

1300 Nevada State Drive
Henderson, NV 89002

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