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.

Compensation Philosophy - UVA Medical Center  

The UVA Medical Center (UVAMC) believes that a fairly administered pay program recognizes the value of team members in the work place and is consistent with the values of UVA Health System. The ability of UVA Health System to express these core values is, in large part, the result of efforts by the dedicated team members working in all areas of the organization. We ASPIRE to create a culture of trust, respect and engagement through our values:

  • Accountability: Acknowledging and assuming responsibility for where we have succeeded and failed in terms of our actions, decisions, policies and results
  • Stewardship: Responsibly and carefully managing our resources and commitment to continual improvement and learning while acknowledging shortcomings or problems in our quest
  • Professionalism: Approaching all that we do, in a collaborative way, to deliver excellent care through the lens of helpfulness, positivity, kindness and competency
  • Integrity: Being honest, open and fair through our behaviors, attitude and treatment of others
  • Respect: Being mindful of building a diverse and inclusive environment while showing compassion for everyone through our caring and intentional ways
  • Excellence: Conducting ourselves in a manner that surpasses ordinary standards through our preparation, collaboration and proactivity in all that we do

Compensation Management Program

In addition to providing tools and training, UVA HR collaborates with schools and departments to manage pay for all full- and part-time UVA staff, using the components of UVA’s compensation management program:

  • Compensation Structure - Medical Center

    The Medical Center’s Compensation Program consists of three pay structures for the following groups — Staff, Nursing, and Pharmacy.  The pay grades for all jobs, excluding physicians and senior executives, fall into one of these three structures:

    • 100s
      • All Staff positions other than clinical care nursing positions and pharmacists
      • Managers, Directors, and Administrators
    • 200s
      • Clinical care nursing positions such as Clinician 1-4
      • Other bedside nursing positions
    • 300s
      • All pharmacy positions through pharmacy manager
  • 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.

  • Market

    University and Medical Center jobs are market-driven, meaning it is competitive with what other healthcare systems and employers locally, regionally, and nationally pay their employees for the same or similar jobs.

    Each year, UVAMC evaluates all jobs against market data to ensure our current pay keeps pace with the market. When needed and based on our budget, we will do a market adjustment to update pay ranges to a competitive level. Market adjustments are done on a position-by-position basis based upon market data and could result in pay adjustments for individuals in those positions. The market adjustment is not intended to compensate employees for general inflation or cost of living increases. Rather, it is dependent upon the actual increase in the market value of the job.

    UVA promotes equity among similar jobs within, so we are confident our pay practices are both externally and internally fair.

  • 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.

  • 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.

  • Salary Ranges

    Salary ranges for UVAMC pay grades are available for Medical Center team members.* Salary Ranges are located on the O:\ drive at the following location: 


    Open Windows Explorer on your computer to view; this is not a link.

    *Note: You must be on the UVA network to access the area.

  • Shift Differential

    Shift Differential eligibility is based on current job title.  There are two categories of eligibility within UVAMC: 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 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
  • 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.

    Shift Differential Pay

    Some employees who work second or third shift may be eligible for a shift differential in addition to their regular pay. The amount of the differential depends on the position and the shift worked. The shift differential will be cancelled should the employee return to the normal business hours of that department.

    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 in addition to the on-call pay. An employee who is called to work during the scheduled on-call period shall receive pay for the actual time worked or a minimum of two hours, whichever is greater. Note: For overtime pay, on-call pay time is not considered hours worked.

    Charge Pay

    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.