Compensation at UVA


Your talent is our greatest asset. Our compensation philosophy supports UVA’s goal to attract, develop, and retain employees using market-based salary ranges and pay practices that reward performance and development.

UVA provides a broad set of guidelines for administering pay within organizations of the University. The goal of the compensation program is to provide a management tool for attracting and retaining the caliber of team members necessary to meet the current and future needs of the organization and for motivating team members to achieve our strategic goals and objectives within the organization’s financial stewardship responsibilities.

HR 401: Pay Administration

Request for Exception to Policy 401 - Medical Center (will download automatically when clicked on)

Compensation Programs

  • Competitive Starting Pay

    UVA uses a holistic set of compensable factors to inform salary decisions, including determining initial offers. This approach allows managers to consider salary decisions systematically, resulting in more consistent and equitable decision-making.

  • Incentives

    Incentive Pay includes items such as a sign-on bonuses, retention bonuses, project-based bonus plans, or other variable pay options intended to assist with the recruitment and retention of exceptional or mission-critical employees.

    University Physicians Group Pay for Performance Bonus Programs

    The University Physicians Group has three Pay for Performance Bonus programs:

    1. Home Team Bonus Program
    2. Manager Bonus Program

    Eligibility for Pay for Performance Bonus Programs

    Eligible Team members include all full-time and non-temporary part-time (scheduled at least 20 hours per week) Team  members of UPG working on the last day of the Plan Year (June 30) in one of the following units:

    • Accounting
    • Billing and Collections
    • Billing Quality and Audit
    • Business Development
    • Charge Capture & Billing
    • Executive Office
    • Legal Affairs
    • Facilities
    • Human Resources and Development
    • Clinical Practice Group
    • IT
    • Planning and Analysis

    Read eligibility details.

    Team Member Bonus Program

    Each Eligible Team member could receive up to the maximum percentage of his/her bonus (10% of individual salary) based on attainment combination of Home Team Bonus and Quarterly Achievement Bonus.

    The Staff Bonus Pool is distributed in the following way: 

    • 50% based on the achievement of Home Team Goals
    • 50% based on Quarterly Achievement for an individual or group

    Home Team Bonus Program

    The Home Team Bonus Program will target annual organizational strategic goals determined by the UVA Physicians Group leadership (Senior Operations Group, Executive Team and CEO) before the beginning of the Plan Year. Each Home Team is responsible for setting measurable goals to support the UPG and UVA Health strategic goals. Goals should state specifically how team members and management in the Unit will contribute to the overall achievement of the strategic goals.

    Quarterly Achievement Bonus

    In addition to the Home Team Bonus, individual team members, teams, or cross-functional teams can be recognized for demonstrating discretionary effort over and above normal job expectations.

    Manager Bonus Program

    The Manager Bonus Program is designed to reward managers, directors, and chiefs for successful leadership and effort necessary to achieve annual UPG Corporate goals, Home Team Bonus goals, and Individual Bonus goals.

    Read details about UPG's Pay for Performance Bonus Programs.

  • Merit Increases

    UVA's compensation program is flexible, giving you many ways to grow your career and your base pay.  You can grow within your pay grade by demonstrating greater levels of competency and consistently meeting your objectives. If approved within a given year’s budget, merit increases are paid on a common annual date and reflect growth within your current job and pay grade. A merit increase is a percentage of your pay. If you are at or above the maximum of your pay grade, your increase will be in the form of a lump sum payment. Keep in mind that merit increases are not guaranteed. The amount of your merit increase, if any, will be determined by the annual merit increase budget which is determined by leadership and by your performance.

    2019 Academic Merit Information

    2019 Medical Center Merit Information (Coming Soon)


  • Promotions

    You can advance to a higher pay grade by developing new skills or taking on new responsibilities that allow you to qualify for a high level job.

  • Rewards and Recognition

    Employees may receive bonuses, non-monetary awards, and recognition for demonstrating the values of the University.

    For more information, view the Rewards and Recognition page.

  • Salary Ranges

    To view your pay range, contact your manager.

  • Shift Differential

    Shift Differential eligibility is based on current job title.  There are two categories of eligibility within UVA Medical Center: Professional and Technical. Professional employees are eligible for higher shift differential rates, while technical employees are eligible for slightly lower shift differential rates. See below for the different Medical Center shift differential rates depending on work hours for each category.


    • Week day evening - $3.00
    • Week day night - $3.50
    • Week end day - $3.75
    • Week end evening - $5.00
    • Week end night - $6.00


    • Week day evening - $1.14
    • Week day night - $1.52
    • Week end day - $1.14
    • Week end evening - $1.90
    • Week end night - $2.28

    Select jobs in the Academic Division are eligible for shift differentials. For more information, please contact

  • Special Pay Programs/Supplemental Pay

    Special pay programs exist to allow the University to recognize special working conditions (e.g., shift differentials, call pay, overtime, etc.). All special pay programs must be reviewed and approved by Human Resources and Senior Leadership.

    Overtime Pay

    The Fair Labor Standards Act defines the terms of pay when an employee works over 40 hours in one week.

    • Non-exempt employees are compensated for overtime work, approved by their supervisor, at the rate of one and one half (1 1/2) times their regular rate of pay for any hours actually worked beyond 40 hours in one work week. All time worked on an overtime basis must be authorized by your supervisor.
    • Exempt employees are not eligible for overtime pay. An exempt employee is expected to devote whatever time beyond the normal workday is necessary to complete his/her work.

    Call Pay

    On-call pay is a premium pay amount when an employee is scheduled to remain available to be called to work during a scheduled period of time. The employee who is not called to work during the scheduled on-call period shall receive the appropriate on-call pay although no hours were worked. The employee who is called to work during the scheduled on-call period shall also receive the appropriate wages for the actual hours worked. Note: For overtime pay, on-call pay time is not considered hours worked.

    Charge Pay (Medical Center only)

    Charge pay is used when an employee has been temporarily or permanently assigned charge nurse duties. Charge duties are identified as:

    • Leading a group consisting of not less than the equivalent of two full-time employees
    • Assigning and scheduling the work of all group members
    • Assisting, guiding, and instructing group members in the performance of their duties
    • Performing the same or similar work assignments as the other members of the group
    • Representing the unit manager in his/her absence

    A $1.50 per hour charge differential will supplement the employee's base salary for every hour in which the employee performs charge duties. The differential is applied only to the hours worked in the charge position and is not given for vacation, personal preference, sick, or holiday hours.