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Staff Salary Equity Study

Compensation and Classification collaborated with the Chief Human Resources Officer (CHRO) to define the parameters of the project, key objectives, potential stakeholders, methodology, and scope options.

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Progress to Date

Primary tasks during this ongoing phase of the salary equity study include:

  • Identifying potential stakeholders such as Human Resource (HR) professionals, senior leadership and others
  • Defining the pay equity study as an analysis comparing pay for similar work regardless of race, sex or ethnicity
  • Educating the CHRO and Chief Financial Officer (CFO) on potential risks, concerns, and key drivers of pay
  • Developing potential methodologies that identify the variables (e.g., population and scope) potential costing and funding sources, establishing a timeline with key milestones, and striving towards leadership support.

In Year 2 and beyond, the Compensation and Classification Team will continue to work on various key action items in support of this phase by:

  • Obtaining vendor/consultant requests for information and analyzing the details provided
  • Developing options for project organization
  • Obtaining necessary approvals from leadership
  • Conducting an assessment of U-M’s current career framework 

External consultant interviews have informed Compensation and Classification about best practices employed by peer institutions. A study approach document was developed and will be shared with leaders in 2025.


Responsible Unit(s): University Human Resources / Staff HR / Compensation & Classification