91´«Ã½

At the CU Board of Regents meeting in April 2024,Ìý the regents approved a 4% compensation pool for 91´«Ã½ 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 91´«Ã½ | 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

91´«Ã½â€™s compensation strategy committee has been committed to creating a campus-wide compensation strategy plan and framework that is transparent, inclusive, and reflective of 91´«Ã½â€™s goal of remaining a competitive employer in the state and across higher education. 

• 91´«Ã½: 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, 91´«Ã½ 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 91´«Ã½ ahead of the local industry average for merit in 2025," 91´«Ã½ Vice Chancellor of Human 91´«Ã½, Robyn Fergus said.