Board of Regents Policy Compensation Guidelines for Institution Presidents

The Presidential Compensation Guidelines are for the presidents of the institutions comprising the Connecticut State Colleges and Universities.

These Guidelines, and all subsequent revisions, supersede and/or replace all policies, rules, and classification and compensation plans issued previously for the presidents.

The presidential compensation structure consists of salary levels that are designed to provide competitive salary opportunities for the responsibilities and requirements of the presidential positions within the CSCU System. The guidelines provide direction on how salaries should be set within a level.

Presidents appointed prior to the adoption of these Guidelines shall be grandfathered from the salary structure contained in these Guidelines, except that no president shall be paid less than the appropriate minimum rate.

The guidelines below provide direction on how salaries should be set within a level. Salaries should be determined and managed by taking into account the skills, education and experience of the individual, as well as external market and system-wide equity factors. Individuals will progress through the level based on growth in their knowledge and experience, as well as performance.

The salary levels are broad to accommodate a variety of experience and performance levels, and all incumbents can expect to be paid within the salary range associated with their institution type.

Setting a hiring salary involves a review by the BOR Chancellor of the skills and experience of the candidate in relation to the salary range associated with institution type. In all cases, hiring salaries are dependent upon the institution’s available financial resources and system-wide equity considerations. The final hiring salary must be approved by the BOR Chancellor before an offer is made to a candidate. Appointment of presidents shall be pursuant to Board policy.

Managing Salaries within a Level

• Minimum

  • 1st Quartile
    New to job Little or no prior

    experience at present

    level in similar organization or comparable complexity and size

    Demonstrated potential but still unproven in new role

• ¼ Mark

  • 2nd Quartile
    Effectively performs job duties

    Works well with various constituencies and is able to implement decisions

    Keeps institution

    profitable and incrementally moving in positive direction

    Three to five years in new role

    Demonstrates aptitude for leadership and longer-term promise

• Midpoint

  • 3rd Quartile
    Accomplished leader with unambiguous performance record

    Experienced in the job with unique capabilities

    Demonstrated ability to manage the institution through difficult periods either involving periods of rapid growth, turnarounds, or economic decline

    Adaptable skills and abilities suggest continuation of high performance into the future

• ¾ Mark

  • 4th Quartile
    Would be considered nearly irreplaceable due to specific skill sets and competencies

    Abilities honed over lengthy tenure in industry and specific experiences on the job

• Maximum

SALARY STRUCTURE AND RATES – effective March 26, 2015

Salary Rates, Annualized 

Salary Increases and Adjustments

Salary increases shall be pursuant to Board policy. The effective date for annual salary increases shall be the beginning of the pay period that includes July 1. At the same time salary increases are considered, the salary ranges will be reviewed to determine if an adjustment to the structure is needed. No one employed less than six months in a position shall be eligible for consideration of such a salary increase. Anyone who will not be employed in a presidential position as of September 1, for any reason, shall not be eligible for a salary increase. (See Section 6.5 of the Human Resources Policies for Management and Confidential Professional Personnel for additional details.) The System Office will disseminate guidelines for implementing annual salary adjustments/increases.