This fall HR completed a year-long compensation study for AP faculty and classified staff, with the help of Gallagher Consulting, specifically to address salary compression for those who have served UMW for many years or decades. As a result, almost 120 employees, mostly in classified positions, will receive a salary increase later this calendar year.
If you are one of the employees with a salary increase, you and your supervisor will receive direct communication from HR about the timing and amount of your adjustment.
This salary adjustment is an incremental improvement and addresses where individuals should be in the pay band for their current position, as calculated by the time in that current position and market comparison. It recognizes their length of service to date and ensures salaries remain competitive.
Frequently Asked Questions
- Why did this study just focus on classified staff and AP Faculty? Will wage positions be part of a study?
- The scope of this study was necessarily limited to full-time positions, however, we intend to include wage in the next study.
- Does this study address faculty compensation?
- This study focused on full-time staff positions, specifically classified staff and AP faculty. We completed a faculty salary equity study a few years ago, and a faculty salary study with market comparisons would be next on our list, when the budget is prepared for it.
- How and when was the study conducted?
- This was a year- long study, with results announced in Fall 2025.
- What should employees and hiring managers know about compensation studies?
- Position descriptions should be kept updated and accurate, as they are the basis for any compensation analysis.
- What were the outcomes of the study?
- Gallagher assessed that we are 12% below market median, which is considered slightly misaligned with the market. Within 10% is considered to be aligned with market.
- The study identified compression as a primary concern. This assessment was done by assuming a 1% increase for each year in position (time in seat) and comparing current salary to the time-in-seat adjusted salary.
- The study concluded that our AP faculty positions are well-aligned. For these roles, we focused on high-risk, high-turnover or hard-to-fill positions and made three adjustments.
- The majority of positions that need to be adjusted are classified positions. These are mostly time-in-seat increases. If a position was 15% or more below market, it was also identified for further review and a possible adjustment.
- Does the study factor in market rates or a market comparison?
- Yes, those classified positions that are 15% or more below market are identified for review and possible adjustment.
- What areas were used for the market comparison?
- Gallagher used a mix of published survey data and CUPA-HR data. Geographic data cuts included Virginia, Maryland, Washington DC, Northeast and National. Industry data cuts included colleges and universities, services, government and public entities, for profit and not for profit.
- How do employees find out if they are included in the salary increases from the 2025 compensation study?
- HR will be contacting employees who are receiving a salary increase, along with their supervisor, prior to the December payroll date.
- When do the increases take place?
- The increases will be effective December 10, 2025.
- When was the last study similar to this one?
- The prior study was in 2017 with outcomes announced in 2018. Additional studies were not completed during the pandemic as the University would not have been in a position to make changes at that time.