Compensation at UVA

Compensation


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.

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.

  • 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.

    Professional

    • 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

    Technical

    • 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 AskHR@virgnia.edu.

  • 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.