91视频

91视频
Human Resources  ›  Career and Development  ›  Supervisors and Hiring Managers  ›  Compensation

Faculty Activity Pay was redesigned as of September 1, 2026. For more information, review the One-Time and Faculty Activity Pay section below.

Compensation

As a manager, you play a key role in setting fair, competitive pay for your team. This page covers what to consider when setting salaries, structuring non-salary compensation, reviewing job profiles and initiating activity pay or one-time payments.

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Learn more about 91视频's compensation philosophy and your role as a supervisor in making compensation decisions.

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Need help navigating a compensation-related decision?

Contact your HR business partner

Setting Salaries and Non-Salary Compensation

How to Set a Salary

As you set a salary, weigh these factors:

  • Requirements of the position: What skills, education and experience does this role genuinely require? How hard would it be to find someone with the right combination of knowledge and abilities?
  • Market competitiveness: What market data exists for jobs with comparable responsibility, knowledge requirements and demand?
  • Internal pay equity: What do employees with similar jobs and experience levels earn within your department, division and the university as a whole?
  • Job profile: Your position is likely aligned to a job profile describing typical skills, duties and FLSA exemption status. See the Job Profiles section below for details.

Non-Salary Compensation

When you're putting together an offer, remember the package is more than salary. Culture, environment and university opportunities matter to candidates too — and they're yours to highlight.

  • Share benefits information with candidates when discussing compensation.
  • Different benefits will matter more or less depending on a candidate's life circumstances — tailor what you emphasize.
  • 91视频's benefits package is generous and includes:
    • Tuition benefits for the employee and their dependent children
    • Generous retirement contributions
    • Benefits for domestic partners
    • Family care resources, including concierge family support
    • Access to campus wellness and athletics facilities
    • Unlimited public transportation access

Many of these benefits carry a monetary value of several thousand dollars per year, providing peace of mind and financial protection.

Salary Resources

Before finalizing a salary decision, review:

Non-Salary and Benefits Resources

Job Profiles

What is in a Job Profile?

Job profile information may include:

  • Title and job profile code
  • Fair Labor Standards Act status (exempt/nonexempt)
  • Education, experience, skills and abilities requirements
  • Typical functions and responsibilities
  • Accountability, direction, decisions and supervision needed

Access Job Profile Information

  1. From the Workday homepage, in the search bar, type "Job Family Group" and click the report.
  2. Within the job family group report, enter today's date in the "View As Of" box. You can then search for a job family group that best fits the type of role you are looking for.
  3. Within a specific job profile (e.g., 3297 - Senior Director of Academic Programs), you can view components of the standard job description, including a summary, compensation information, qualifications, job level and job category.
  4. You can also view the compensation information for the selected job profile and market benchmark.
    • To view the market benchmark for the job profile, select Market Data for Job Profile. (Note: When selected, the data will default to the most recent benchmark cycle.)

Job Profile Resources

Activity Pay and One-Time Payments

What is Activity Pay vs. a One-Time Payment?

What is it?
  • Activity Pay: A pay-for-service adjustment to an individual's compensation
  • One-Time Payment: A performance/incentive-based disbursement in addition to compensation

Tied to specific work?
  • Activity Pay: Yes — compensation for a specific service or role
  • One-Time Payment: No — not tied to a specific instance of work or an ongoing assignment

Payment structure
  • Activity Pay: Lump sum or several equal payments
  • One-Time Payment: Single disbursement

Relationship to base pay
  • Activity Pay: Administered outside the formal compensation package; may be the individual's entire compensation (e.g., adjunct instructors)
  • One-Time Payment: Given in addition to existing compensation

Submission and Approval

Submit a Payment Request in Workday

  1. From your Workday homepage, type "Create Request" in the Search bar and open the task.
  2. In the Request Type dropdown, click All.
  3. Select either Faculty and Staff Activity Pay Request or Faculty and Staff One Time Payment (OTP) Request, then click OK.
  4. Complete all required fields in the form.
  5. Complete the relevant template:
  6. In the Attach Memo or Offer Letter section, click Select files, upload the completed template and click Submit.

Standard Approval Flow

  1. Supervisor – Confirms the payment aligns with the department/division's expectations.
  2. HR Business Partner – Confirms proper usage of activity pay versus one-time payment and alignment with compensation guidelines for staff.
  3. Next-Level Supervisor – Confirms the payment aligns with the department/division's expectations.
  4. Financial Approver – Confirms payment aligns with departmental budget.
  5. ALG – Confirms the payment aligns with the department/division's expectations.
  6. AVP of Budget / Resource Planning – depending on the payment amount, additional approvals may be required. See the Compensation Guidelines for Activity Pay and One-Time Payments [pdf] for the full details on approvals.

For an Activity Pay or One-Time Payment request for a student worker, please use the appropriate student template provided in the resources column and send the completed form to your department's designated student transaction initiator.

Activity Pay and One-Time Payment Resources

Student Requests:

Merit

What is Merit?

Merit is one of the final steps in the performance management process, during which merit recommendations are made based on an employee's performance. These recommendations are determined by the extent to which each individual:

  • Contributes to achieving individual, departmental, divisional, and university goals and strategic objectives;
  • Demonstrates effective performance of job responsibilities;
  • Demonstrates job-related knowledge, skills, and competencies;
  • Exhibits a positive attitude and effective teamwork; and
  • Builds and maintains competencies as documented in annual performance reviews.

Process Merit in Workday

Watch this video for a walkthrough of the steps you'll take as a merit or supervisor facilitator to make merit recommendations in Workday.

Merit Resources