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Our Philosophy and Practice

To ensure market-competitive pay and internal equity that enables Towson University to recruit, retain, and engage a high-performing workforce aligned with the university’s strategic objectives.

The Compensation team is responsible for classifying positions consistent with USM guidelines for job specifications and pay ranges.  We also work in partnership with HR partners to review requests from supervisors for classification and compensation reviews. 

Total Rewards

Compensation and benefits are at the core of a total rewards strategy, but they’re only part of the picture. Competitive pay, health coverage, retirement plans, and other financial benefits provide security and stability. Additionally, total rewards encompass opportunities for growth, recognition, and overall well-being. Together, these elements ensure employees feel valued not just for the work they do, but as whole individuals.

• Professional Development 
• Benefits
• Wellness 
• Compensation Estimator

Compensation Resources

Prioritizing Wellbeing Through Compensation

Fair and transparent compensation practices play a vital role in supporting employee well-being. When employees feel adequately compensated, they are more likely to experience financial security, reduced stress, and increased job satisfaction. Conversely, perceived inequities in pay or unclear compensation structures can contribute to anxiety, disengagement, and burnout. At ¾«Ñ¡Â鶹¶þÇø, our Market Assessment and Pay Strategy aligns compensation with internal equity and market standards.

FY 2026 Compensation Guidelines

Salary adjustments for FY26 are implemented in accordance with the Chancellor's FY 26 Salary Guidelines (PDF) and apply to regular and contingent faculty and staff, excluding adjunct faculty, graduate assistants, fellows, postdoctoral, and student employees. These guidelines are effective July 1, 2025 - June 30, 2026.

Employees should discuss questions about their compensation or classification with their supervisors.

Salary Structures at ¾«Ñ¡Â鶹¶þÇø

• USM Nonexempt Pay Structure – Established by USM for Nonexempt positions
• – Established by USM for Exempt positions
• ¾«Ñ¡Â鶹¶þÇø Market-Based Pay Structure – Established by ¾«Ñ¡Â鶹¶þÇø as a result of the Market Assessment Pay Strategy by analyzing and grouping jobs with similar market data.
• University Police Officer Pay Structure – Established by FOP Lodge No. 82 MOU.

Evaluating Pay

The Compensation unit regularly reviews the pay of all faculty and staff to ensure internal equity and market competitiveness.  The Market Assessment and Pay Strategy has led to hundreds of pay adjustments since its introduction in 2020.  Additional opportunities for pay review include:

• COLA and merit increases, governed by the University System of Maryland.
• Position review: As a result of significant and substantial changes to a position, a supervisor may update the position description and submit it for a position review.
• Internal equity: If concerns arise regarding salary inversion, salary compression, or other internal inequities, supervisors can submit their concerns via email to the Compensation Unit.
• Retention: If an employee receives a competitive offer for a similar job from a comparable institution, a supervisor may submit a request for a retention increase.

Market Assessment and Pay Study

Towson University is currently conducting a review and assessment of pay and pay programs for faculty and exempt staff.  Check here for the most recent updates.