We are pleased to share an update on the salary study currently underway.

The study conducted by Deloitte is scheduled for completion in August. To keep everyone informed, we launched a dedicated webpage at /human-resources/salary-study/, which includes an overview, key communications, timelines, and an FAQ. Please visit it regularly for updates.

Deloitte conducted a series of Stakeholder Conversations with campus representatives, including members of the Academic Faculty Senate, Administrative Faculty Senate, deans, and the Executive Team. We’re grateful for the time and thoughtful engagement of everyone who participated. The input has been incredibly valuable and we encourage continued participation in future opportunities to gather input.

The next phase is drafting a compensation philosophy, which will be the foundation for updating salary structures. Conversations regarding job architecture, title standards, and negotiation methodology will also begin soon.

Thank you for your ongoing engagement and for all that you contribute to 91Ó°ÊÓ. We’ll keep you informed as the study moves forward and we reach various milestones.

Sincerely,

Gwen Sharp, Ph.D.
Interim Provost and VP of Academic Affairs

and

Brandy Smith, Ph.D.
Interim VP of Finance and Business Operations

The post Salary Study Update appeared first on 91Ó°ÊÓ.

We are writing to share that 91Ó°ÊÓ will be launching a comprehensive salary study for our academic and administrative faculty positions.

Providing compensation that is competitive and aligned with market conditions is an important priority for us, and one step toward doing so is to gather comparative information from external experts on our current salary structure.

Our last salary study was completed in 2019, and given the different organizational context and economic landscape, it’s time for an update. We have contracted with Deloitte, a nationally recognized consulting firm with extensive experience conducting higher education compensation studies, to lead this effort.

From now through September, Deloitte will work with us to analyze market data, review peer institutions, and assess internal alignment. The study will include developing a compensation philosophy; recommending salary scale revisions and initial salary placements; adopting a negotiation methodology; and reviewing current position naming conventions, with recommendations for future use.
As this work moves forward, we will partner closely with our governance body chairs to ensure you have opportunities for engagement. We are committed to transparent communication and will share updates as the study progresses. A frequently asked questions (FAQ) document will be distributed in the coming weeks; we will also create a dedicated webpage to house documents and updates.

Please keep in mind that compensation changes are not a guaranteed outcome of a salary study. In addition, any recommended increases would be planned and implemented through the institutional budgeting process. Deloitte has experience in this area and will provide information on potential implementation approaches.

This salary study is intended to provide 91Ó°ÊÓ with a clear, equitable, and well‑informed framework for academic and administrative faculty compensation. Classified staff salaries are established by the State of Nevada and therefore will not be included as part of this review.

By incorporating updated external market benchmarks, peer comparisons, and institutional priorities, the study will help inform future decision‑making and support our efforts to recruit, retain, and support talented employees across campus.

We will continue keeping you informed on this salary study as new information arises. Thank you for all you do.

Sincerely,

Gwen Sharp, Ph.D.
Interim Provost & VP of Academic Affairs

and

Brandy Smith, Ph.D.
Interim VP of Finance & Business Operations

The post 91Ó°ÊÓ Comprehensive Salary Study Launch appeared first on 91Ó°ÊÓ.

For NSHE voluntary benefits, a  Open Enrollment task will appear in your inbox and will remain there until June 1, 2026. If you do not plan to make any changes, you can simply leave the task in your inbox, no action is required, and your current elections will carry forward.

Important Reminder: Review Premium Changes

Even if you’re planning to keep your current coverage, it’s important to review plan premiums for the upcoming year. Some plans have premium changes, so we encourage all employees to review the  on the PEBP Open Enrollment webpage before deciding whether to make updates or keep your current elections.

What can you do during Open Enrollment?

You can review and make changes such as:

PEBP Health Plans (via the PEBP Portal):

• Consumer Driven High Deductible Plan (CDHP – PPO)
• Low Deductible Plan (LD-PPO)
• HMO Plan
• Health Savings Account (for CDHP participants)

NSHE Voluntary Benefits (via Workday):

• Flexible Spending Accounts (Medical, Limited Scope, Dependent Care)
• MetLife Legal Services plan

While you have until May 31^st to complete your Open Enrollment elections, May 30 – May 31 is a weekend. If you are locked out of the PEBP Portal, there will not be anyone available to help you and you will not be able to make Open Enrollment changes. We strongly encourage you to make all your Open Enrollment elections on or before Friday, May 29, 2026.

Events & Resources

Webinars All Month Long

Throughout May, you can attend live webinars and virtual sessions to learn more about your options.
Visit our Open Enrollment webpage for the full schedule and session links.

Benefits & Retirement Fair

Want to talk to vendors face-to-face or get personalized guidance?

Employees are invited to attend the UNLV Open Enrollment & Retirement Information Fair:

• Date: Tuesday, May 12, 2026
• Time: 11:00 a.m. – 4:00 p.m.
• Location: UNLV Student Union, Room 208

Flex Time:
There is a one-time flexible time allowance approved for those employees who wish to attend. Attendance at the event is optional, and only employees attending the fair will be afforded this one-time flex option.

• Employees are not required to take annual leave and/or leave without pay.
• Employees are required to obtain supervisor approval.
• Supervisors are encouraged to accommodate all requests in consideration of the needs of the department.
  • Supervisors have the discretion to stagger employees to ensure continuity of services.
  • Supervisors have the discretion to work with employees to determine what time individual employees will be allotted away from campus, considering the collective team.
• Supervisors and employees will establish what day(s) the employee will flex their time within the same week, to account for all hours taken away from campus to attend the fair.

If you have questions or need assistance, please contact the Human Resources Office at HR@nevadastate.edu.

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