Overview
Compensation and Classification is responsible for the administration, interpretation and ongoing maintenance of the University’s Staff Classification System to ensure fair, equitable and competitive pay for University classified staff members. Compensation is accountable for reviewing the Staff Classification System and University’s pay structure on an annual basis, participating in external salary surveys, updating the University’s staff ranges and monitoring the University’s salary administration compliance with state and federal laws. Compensation also serves as a consultative resource for departments on job design and compensation strategies, writing effective job descriptions and guidance around time and attendance policies and procedures.
Pitt’s Staff Classification System (SCS) is designed to help attract, retain, and motivate qualified individuals by providing salaries that reflect internal equity, external competitiveness, and individual performance. Learn More »
The University is committed to annually reviewing and recommending adjustments to the pay structure, taking into consideration market and economic factors. If warranted, pay structure adjustments are effective on July 1, to coincide with the beginning of the University's fiscal year. Learn More »
The Fair Labor Standards Act (FLSA) is a Federal Labor Law that establishes minimum wage, overtime pay, equal pay, record keeping, and child labor standards for employees. The law establishes the requirements for determining the exemption status of a position. Learn More »
Pitt welcomes and respects individual differences, valuing a diverse workforce as a competitive strength.
Pitt's benefits offerings are among the region's best, including a medical plan with no deductibles, tuition remission, life insurance, optional dental and vision coverage, a contributory retirement plan, and more.