Pay Transparency Statement
The University of Nebraska Omaha (UNO) will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by UNMC, or (c) consistent with the UNMC’s legal duty to furnish information. 41 CFR 60-1.35(c)
The University of Nebraska publishes Budget and Salary information at www.nebraska.edu.
Compensation Specialist I
A job family is defined as a grouping of related jobs with common/vocations/professions in that they have similar market characteristics, related key behaviors, continuum of knowledge, skills and abilities. A team of Human Resources Classification/Compensation staff represented across the university campuses developed 15 job families with definitions. Listed below are a listing of the 15 job families and the definition for each.
- Administrative and Business Operations (AB): Manages, designs and/or supports sound administrative processes that support the attainment of fiscal and operational objectives and compliance with regulatory statutes.
- Advising/Career/Student Services (AS): Provides guidance to students, faculty, staff, patients and alumni on academic, personal, or career issues.
- Educational/Outreach Programs (EO): Develops content and/or presents educational materials and programs to a broad array of NU constituents.
- Facilities Planning and Operations (FP): Plans, designs, manages or performs activities related to the maintenance, construction, repair or installation of facilities, grounds, infrastructure, equipment and/or vehicles.
- Food Service/Dietary (FD): Provides services relating to food preparation and delivery and general nutrition information.
- Healthcare (HC): Provides direct/indirect medical treatment, conducts clinical studies or performs medical support functions.
- Information Technology (IT): Analyzes, develops or instructs information technology for faculty, staff, students or clients of the University. For example; programming, systems analysis, database development, and network administration. This does not include individuals who are sophisticated end users of technology,
- Library Services (LS): Acquires, catalogs, provides access to recorded knowledge, as well as assists and instructs patrons on the usage of library materials and resource center facilities.
- Materials Management/Print Production (MM): Procures, distributes and maintains inventories of materials and transports people. Prints and binds published materials.
- Museum/Arts (MA): Manages or supports the acquisition, exhibition, preservation and/or presentation of art, cultural, historic or natural history objects.
- Public Relations/Marketing/Development (PR): Increases awareness and promotes NU’s image, projects and programs through all forms of media. Generates revenue, manages donor funds and creates marketing strategies. Acquires and/or edits materials for publication.
- Public Safety (PS): Manages or enforces campus security, adherence to laws and codes of conduct.
- Research and Agriculture (RA): Manages, conducts or supports research in areas such as science, medicine, agriculture, natural history, sociology or business.
- Sports and Recreation (SR): Develops programs and/or provides coaching or instruction to intercollegiate athletes or campus recreation participants.
- Television, Radio and Video Production (TR): Creates, develops, delivers or provides technical support for the production of radio, television or video programming.
Pay structures are maintained by job family. The pay ranges are used to effectively communicate the market relevant pay opportunities for purposes of planning, budgeting, employee hiring, and employee pay adjustments.
The pay structures are analyzed on an on-going basis utilizing relevant labor market wage and pay surveys. This assists with determining relevancy to market encompassing a competitive market for the jobs from which the University recruits and retains qualified employees. Questions pertaining to the NU Values market survey data are to be directed to the Compensation Team. Should the need arise, informal salary surveys may be conducted based on the criteria established in the "Statements of Antitrust Enforcement Policy in Health Care" that was jointly published by the U.S. Department of Justice (DOJ) and the Federal Trade Commission (FTC) in August, 1996.
Therefore, under no circumstances should any employee of UNO directly contact outside organizations for salary related information. Human Resources Compensation is available to review requests to ensure the established criteria are met.
2021-2022 Fiscal Year Pay Structures effective 5/1/2021
|All Job Families||Pay Structure|
|Administrative Business Operations||Pay Structure|
|Advising / Career / Student Services||Pay Structure|
|Education / Outreach Programs||Pay Structure|
|Facilities Planning / Operations||Pay Structure|
|Food Service / Dietary||Pay Structure|
|Information Technology||Pay Structure|
|Library Services||Pay Structure|
|Materials Management & Print Production||Pay Structure|
|Museum / Arts||Pay Structure|
|Public Relations / Marketing / Development||Pay Structure|
|Public Safety||Pay Structure|
|Research & Agriculture||Pay Structure|
|Sports and Recreation||Pay Structure|
|Television, Radio & Video Production||Pay Structure|
NU Values is the compensation and performance management system covering the managerial/professional and office/service employees of the University of Nebraska. This system organizes positions at the University into fifteen job families. It allows the University to be more competitive by enabling Human Resources to align family pay scales with the labor market pay scales.