Top of Page
Skip main navigation


The Compensation Department in the Office of Human Resources (OHR) is responsible for developing compensation practices that enable Nova Southeastern University to be competitive in its labor market and an attractive employer to top talent in its industry and within the communities in which it recruits.

In order to attract, motivate, and retain qualified personnel and to reward employees with the potential to assume responsible positions within the organization, NSU will continue to develop compensation strategies and practices that maintain competitive salaries and that are also consistent with the economic requirements of the organization.

Our compensation practices are designed to:

  • Attract qualified and talented applicants
  • Provide flexibility to respond to departmental needs
  • Ensure consistency and fairness in compensation administration
  • Improve employee morale
  • Motivate a knowledgeable and innovative workforce
  • Support a healthy work environment by providing promotional opportunities
  • Maintain salaries that are externally competitive and internally equitable
  • Ensure retention of talented staff
  • Be fiscally responsible

In providing a service to its customer, the University, the compensation area employs some basic compensation tools. Tools such as a job evaluation system, salary structure, performance management system, spot award program, and market pricing system for newly created jobs and reclassified jobs that will help the organization realize its main compensation goals: attracting, motivating, and retaining qualified employees.

Our compensation policies are designed to:

  • Maintain salary ranges that are not only competitive, but are also consistent with the economic requirements of the organization
  • Provide equal pay for equal work under comparable working conditions without regard for race, color, religion, marital status, sex, age, national origin, disability, sexual orientation or status as a veteran
  • Establish salary rates that reflect the value of various jobs in the labor market as determined by a system of continuing job evaluation and market pricing
  • React to shifts in the competitive labor market
  • Adjust pay ranges when warranted by changing economic and competitive factors, as determined by salary surveys
  • Develop employee knowledge regarding compensation policies, procedures, practices and guidelines
  • Provide employee accessibility to job descriptions and salary grade structures
  • Reflect a direct relationship of pay to individual job performance
  • Maintain compliance with State and Federal employment laws regarding compensation


Return to top of page