Compensation Management

The HRS office of Compensation Management oversees all issues related to the classification and compensation of UM employees. The University has a wide variety of compensation mechanisms available to address the individualized needs of each department and employee. This site will provide you with the details necessary to make informed decisions regarding this essential component of employment with UM. 

MUS Compensation Plan

The Montana University System Compensation Plan is used to define the various methods by which UM employees of are compensated, and regulations regarding the use of the various compensation mechanisms available to address the needs of both the University and its employees.  Please use the link below to view the most current iteration of this plan:

MUS Staff Compensation Plan
(Pay Guidelines)

MUS Pay Guidelines

Included in this plan is an extensive index of classifications used to define the various classifications to which University staff are assigned.  This is updated regularly and the minimum entry rates associated with each classification are calculated using a variety of relevant labor market statistics.

MUS Compensation Plan Position Title Index
& Entry Pay Scale

Title Index Entry Rate (see below)

⚠ Rates posted in this index are NOT meant to be used for budgeting or financial planning purposes.
The rates posted in this index are primarily meant to be used when determining if an employee’s change from one position to another is considered a promotion, demotion, or lateral move by presenting the minimum entry rate assigned to each classification.

Compensation Adjustment Mechanisms

The MUS Compensation Plan outlines the following procedures for modifying employee compensation:

Career Ladder

In-Range Progression

Lump Sum Bonus

Strategic Pay Options

To help determine which of these, if any, may be suitable given your individualized needs, select the links in the left navigation panel for detailed information on each.


  • In order for an employee to be eligible for any of the above listed compensation adjustment mechanisms, they must have a current performance review indicating satisfactory performance or better.
  • A newly hired employee may not be issued a higher entry wage than the base salary being paid any other employee within the same classification on the campus in which the vacancy exists.
  • Temporary employees working for a term greater than or equal to four months in duration are subject to compensation review and must be paid in accordance with the classification assigned.

Compensation Office

The Human Resource Services Compensation Office is located on the second floor of the Lommasson Center, Room 235. 

For more information about anything related to employee compensation or classification, or to schedule a consultation please use the contact information provided below:

Libby Newman
Compensation Manager
PH: 406-243-4595

Danny Groshong
Compensation Analyst
PH: 406-243-4596

Role Descriptions

All positions on campus are defined by their associated role description. This document comprehensively describes the duties and responsibilities for which the individual assigned to a position is responsible, and must be up-to-date in order to move forward with the various compensation mechanisms available.  The link below will provide you with the most current iteration of the role description form:

Role Description Form

As most jobs evolve over time, it is strongly recommended that role descriptions for all employees are reviewed and updated regularly.

Commonly Used Role Description Templates

Below are pre-filled templates for several of the more commonly utilized classifications on campus.