Process Is Primary

Compensation is about more than numbers. Ground your compensation decisions and communications in equity, transparency, and economic justice. (See Salary Policies and Practices.)

Local Wages

Consider local wage norms as appropriate for the position, and be aware of the minimum wage and living wage in your community. (More on Recommended Salary Ranges page.)

Considerations For Salary Increases

Progress Within Respective Ranges

Our recommended ranges have been adjusted by 2% for 2026-2027. A 2% range will maintain an employee at the same position within the range for their position. Use the Ruler Method (see Salary Range Placement) to guide you in moving satisfactorily performing employees ahead on their respective ranges.

Change in Cost of Living Impacts Purchasing Power

The average third-quarter Consumer Price Index (CPI-U) increase from 2024 to 2025 was 2.9%.* As you budget for staff salaries in the year ahead, consider that a 2.9% wage increase is needed to roughly maintain a typical employee’s purchasing power.

This is a rear-facing calculation. By mid-2026, the year-over-year quarterly change in the CPI-U may be higher or lower. Our practice is to provide information current as of September, since we post the next program year’s Recommended Salary Ranges in the fall.

* This information comes from the Bureau of Labor Statistics and may be less reliable than in the past due to government disruptions.

Part-Time Positions

UUA Recommended Salary Ranges are annual salaries based on a full-time exempt or 40-hour nonexempt workweek for year-round employees. It may take a higher pay rate to attract part-time staff. (More on Recommended Salary Ranges page.)