Classification and Compensation Overview

The University Human Resources (UHR) office of Classification and Compensation is committed to developing compensation programs and strategies to support the mission of the University of Maryland, College Park (UMD). As UMD is a nationally recognized research institution, we understand the need to attract, motivate, and retain top quality staff. Our goal is to develop and maintain pay systems and policies that are externally competitive, internally equitable, and meet the needs of a very diverse institution.

The details here provide a general overview of the University of Maryland, College Park policies and procedures related to compensation and classification and highlight the major provisions of the policies pertaining to wage and salary administration for staff employees. Information contained here is applicable to Regular and Contingent staff employees on the College Park campus. This is a guide for the UMD Campus and does not serve as a replacement for the full text of University Systems Maryland policies

Questions pertaining to the application of these policies and/or guidelines should be directed to University Human Resources, office of Compensation and Classification at (301) 405-0440, or the Office of the Assistant Vice President, UHR at (301) 405-5648.

These rules/guidelines are subject to amendment or modification at any time by the appropriate authority.   

The formal salary structures, for both Exempt and Nonexempt positions, are developed under the umbrella of the University System of Maryland (USM). Each salary scale is reviewed biannually, on alternating years. Recommendations to adjust the scales are made in accordance with market movement. Each USM institution is involved in the development of the recommendations. The UHR office of  Classification and Compensation (C&C) adheres to using a market-based pay system. Various national and local salary surveys are used to determine the appropriate salaries for staff employees.

The Compensation Guidelines adhere to the following principles of:

  • Creating compensation structures that are competitive and that attract and retain a high-performance workforce.

  • Rewarding exceptional performance and employee contributions through compensation and other forms of recognition, (dependent upon funding)

  • Setting salaries and salary adjustments which consider:

    • Performance

    • Internal equity

    • Experience and expertise

  • Following fair and equitable compensation and recognition practices

    •  FLSA pending December 1, 2016


  • Full provisions of each of the Compensation and Classification policies, as referenced and linked, are located at

Last updated: October 4, 2016

Last updated: October 4, 2016