91ÊÓƵ

At the CU Board of Regents meeting in April 2024,Ìý the regents approved a 4% compensation pool for 91ÊÓƵ employees to be implemented effective Jan. 1, 2025. This is a summary of compensation actions effective January 1, 2025.  Please see Employee Compensation FAQs FY2024-2025 | Human Resources | University of Colorado Boulder

• University Staff: Effective 1/1/25, the 4% compensation pool was applied as a 4% increase for eligible university staff meeting or exceeding performance expectations (3 or higher on performance reviews).
• Faculty: Effective 1/1/25, a 4% merit pool for faculty and research faculty was allocated by the unit based on performance rating and current salary procedures.
• Grad Student Assistantships: Beginning at the start of the 2024-2025 academic year, there was a 4% across-the-board increase to the standard campus rate for graduate student assistantships.

Ongoing compensation efforts

91ÊÓƵ’s compensation strategy committee has been committed to creating a campus-wide compensation strategy plan and framework that is transparent, inclusive, and reflective of 91ÊÓƵ’s goal of remaining a competitive employer in the state and across higher education. 

• Resources: Reference the Compensation Strategy website for more information and resources such as the compensation philosophy,Ìýannual compensation calendar, and Frequently Asked Questions.
• Compensation Action: Over the past three years, 91ÊÓƵ leadership has been dedicated to engaging and retaining employees by increasing compensation in a number of ways. The ongoing compensation actions are crucial to the university's success and vital to the well-being of staff and faculty. 

"We are thrilled to announce a 4% merit pool pay increase for our dedicated university workforce. This increase not only acknowledges our team's hard work and commitment but also sets 91ÊÓƵ ahead of the local industry average for merit in 2025," 91ÊÓƵ Vice Chancellor of Human Resources, Robyn Fergus said.