University leadership approves largest ever total compensation investment of $7.1 million for fiscal year 2026-27

Marquette's Executive Leadership Team has approved a total compensation investment of $7.1 million for fiscal year 2026-27, representing a $1.3 million increase over last fiscal year's merit pool. This comprises a $5.5 million salary pool for discretionary merit-based pay increases and an additional $1.6 million pool for market adjustments and discretionary compensation investments for faculty and staff.

This compensation investment - the largest ever - aligns with stated goals in the Marquette 2031 strategic plan, Guided by Mission, Inspired to Change, and is a result of permanent cost-savings realized through Securing Our Future initiatives.

"Marquette University has a wide-ranging, deep talent pool, and it remains imperative that we invest in our people," President Kimo Ah Yun said. "The Executive Leadership Team and I are pleased that, in the two years since we launched our Marquette 2031 strategic plan, we've been able to invest more than $13 million into employee compensation. We continue to make notable strides toward reinvesting meaningfully in our high-performing faculty and staff who show up every day to advance our Catholic, Jesuit mission."

Merit-based salary increases are given to high-performing employees (staff, tenured/tenure-track faculty and full-time participating/non-tenure-track faculty) and vary by individual and position. University Leadership Council members have discretion in allocating their respective salary pools by unit based on annual performance reviews. Salary increases are effective July 1 for staff and according to contract date for faculty. 

Each University Leadership Council member also has discretion in how to allocate additional market adjustments to eligible employees, prioritizing those who are positioned lower in their salary range relative to performance and experience, those whose roles are strategically important to their college or unit's objectives, and those for whom there are external labor market challenges in recruiting and retaining talent.

Staff salary ranges and faculty salary targets are reviewed annually to ensure they are aligned with the market. For FY27, those who are below the minimum of their salary ranges will be brought into their range as of the start of the new fiscal year or new faculty contract.

Faculty who receive market adjustments will have their contracts updated to reflect the increased amount and then re-issued.

Consistent with compensation guidelines, the following are not eligible for market adjustments:

• Employees whose salary/hourly rate is over the maximum of their salary range
• Employees covered by collective bargaining agreements
• Employees on active performance warnings

Total Rewards program

In addition to merit-based increases, the university has a robust Total Rewards program, which includes five areas: health and well-being; compensation and financial security; development and growth; family and work-life flexibility; and campus life. 

The university contributes 8% of salary to a TIAA 403(b) retirement account for qualified employees who voluntarily contribute 5% of their gross salary to the account.

Performance review and merit timeline for staff employees: 

• May 11 - 22: Merit documents sent to budget liaisons, senior leaders. Leaders should use performance management documentation to inform merit decisions.
• May 18 - June 5: Supervisors conduct performance review meetings, submit written reviews to employees. Reviews completed, signed and sent to HR by June 5.
• May 25 - June 4: Deans and Executive Leadership Team review merit awards
• June 15 - 26: Once the Budget Office has communicated that the review of merit increases has been completed and approved, supervisors may communicate merit awards to employees.
• July 1: Merit increases applied (all applicable faculty and staff)