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Compensation Study at
Building Transparency, Trust, and a Strong Foundation for the Future
Building Transparency, Trust, and a Strong Foundation for the Future
Russell Sage College launched a comprehensive, multi-phase compensation study. The work supported our goal of developing a sustainable, transparent, and mission-aligned people strategy that strengthens equity, clarity, and opportunity for all employees.
As a result, we now have a compensation strategy that is sustainable, equitable, and something we can use as a long-term guide.
Frequently Asked Questions
FAQs will be updated as new updates are available. If you have a question that is not answered here, please discuss with your supervisor and/or let us know by utilizing the feedback link.
Compensation Bands
Compensation Bands
The following charts show the compensation bands determined through the Compensation Study, which included benchmarking of more than 80 institutions with similar profiles.
These bands will be re-evaluated every few years to adjust for market changes.
Information about how movement happens within or to other bands is explained in the FAQ section.
Faculty Salary Band Framework
Faculty Salary Band Framework
Russell Sage University · 2027–2028
Staff Salary Band Framework:
Staff Salary Band Framework:
Russell Sage University · 2027–2028
Committee Members
Committee Members
David Baecker
Professor of TheatreTawana Davis
Associate Vice President for Student Life for Student WellnessJohn Dion
Associate Professor of Management,
Graduate Program Director for Business Administration and Organization ManagementFrancesca Durand
Associate Professor of EducationErin Elkins
Associate Professor of Physical Therapy and ChairBrian Evers
Director of Human Resources
Lisa Fiori
ACPHS Assistant Vice President and ComptrollerTheresa Hand
ProvostMary Kate Heffernan
Senior Director of Enrollment Marketing, Communications, and Student ExperienceGlenda Kelman
Professor of Nursing and ChairTom Lodise
ACPHS Professor, Pharmacy PracticeJen Murphy
Higher Education Strategy ConsultantSharon Murray
Dean of Students, Albany Campus
Purpose
Purpose
The compensation study created:
The compensation study created:
A clearly defined compensation philosophy grounded in the future Russell Sage University's mission and values.
Salary bands and career tracks that provide transparency, consistency, and growth pathways.
Tools and processes to ensure long-term alignment between compensation, budget, and institutional priorities.
Throughout this process, were committed to:
Throughout this process, were committed to:
Transparency
sharing progress, timelines, and guiding principles.
Collaboration
engaging faculty, staff, and administrators in shaping outcomes.
Sustainability
aligning recommendations with fiscal responsibility and long-term planning.
Project Timeline and Phases
Project Timeline and Phases
Phase I – Foundation and Philosophy
(Summer 2025: Complete)
Phase I – Foundation and Philosophy
(Summer 2025: Complete)
Establish the Compensation Committee representing faculty, staff, and administrators.
Build shared guiding principles and confidentiality agreements for data handling.
Conduct stakeholder interviews and listening sessions.
Benchmark peer institutions’ compensation philosophies.
Draft and share a Compensation Philosophy for feedback.
Phase II – Benchmarking and Market Analysis
(Fall 2025: Complete)
Phase II – Benchmarking and Market Analysis
(Fall 2025: Complete)
Define benchmark criteria and peer institutions by employee category.
Collect and validate internal salary and role data.
Conduct a comparative compensation analysis to identify market alignment.
Phase III – Gap Analysis and Action Planning
(Spring 2026: Complete)
Phase III – Gap Analysis and Action Planning
(Spring 2026: Complete)
Pull benchmark data from peer institutions.
Identify compensation gaps by role type and area.
Conduct cost modeling and scenario planning to evaluate options.
Prioritize recommendations based on impact, equity, and fiscal feasibility.
Phase IV – Salary Bands and Career Tracks
(Complete)
Phase IV – Salary Bands and Career Tracks
(Complete)
Develop clear job families and salary bands.
Establish transparent promotional and professional-growth pathways.
Validate and refine the framework with the Compensation Committee.
Phase V – Communication and Integration
(Complete/In progress)
Phase V – Communication and Integration
(Complete/In progress)
Roll out the new compensation framework and supporting materials.
Align findings with budget planning and long-term financial modeling.
Establish an ongoing governance and review structure to ensure continuous improvement.
How to Stay Informed
How to Stay Informed
Regular updates will be shared through internal communications, open forums, and this site. Draft documents (as appropriate) and feedback opportunities will be posted through each phase.
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