May 20, 2025

Dear Westminster Community,

Over the past 2 years, we have made significant progress in shaping a more market-informed and equitable total compensation program. For reference, with Board of Trustees recommendation and approval of year over year increases (approximately 1%), we have accomplished the following:

July 2023 (FY24)

  • Implemented a new compensation program with market-based structures and levels.
  • All staff and faculty positions were benchmarked using CUPA Salary Survey data matching peer group institutions, both private and regional.
  • Competitive salary and wage ranges were created, and Westminster positions were leveled accordingly with our midpoints reflecting the market.
  • Student wages were increased.
  • All staff received a salary or wage increase.

July 2024 (FY25)

  • All FY24 staff salary and wage ranges increased by 1.2% to remain competitive with market trends.
  • All eligible staff received an increase in their salary or wage.
  • The employer contribution to retirement increased by 0.5% to 5.5% beginning January 2025.

July 2025 (FY26)

  • Staff hired before April 30th will receive a 1.25% annual salary or wage increase effective July 1, 2025.
  • All FY25 staff salary and wage ranges will increase by 1% to remain competitive with market trends.
  • In response to the faculty proposal for adjunct pay increases, effective July 2025, adjunct per credit hour pay will be increased by $50 to 1 and 2 levels, $30 to 3 and 4 levels, and $10 to 5 and Core levels.

As we plan for the future, we also want to remind everyone that we remain on track to review market compensation data in Spring 2026. This review will help ensure our compensation practices remain competitive and aligned with our strategic priorities and values.

Healthcare benefits are a vital component of total compensation. Westminster has absorbed several recent increases in medical premiums; however, we are anticipating another rise in medical benefit costs in the coming year. As a result, we expect to adjust the share of premiums covered by the university and pass a portion of the increase on to employees. These changes are expected to take effect in January 2026.

Although we are choosing to prioritize increases to salaries and wages in FY2026, we remain committed to increasing retirement contributions in the future. Our long-term financial planning continues to include a pathway to resume retirement adjustments.

Full-time continuing faculty will receive information regarding faculty increases along with their annual role agreements, which will be sent to faculty by Friday, May 30.

Thank you, as always, for your ongoing commitment to Westminster. Your contributions are deeply valued, and we are striving to make decisions that honor and reflect that.

Best,
Debra

Debra L. Glenn, CPA
She/Her/Hers
Vice President of Finance and Administration/CFO