NYU Bands

Opportunities. Challenges. Growth.

For NYU to achieve its mission of knowledge creation and distribution, it needs outstanding professionals dedicated to moving the University forward as one of the finest global research institutions in the world and a model of higher education for many years to come. To attract, retain, and motivate these high-quality employees, NYU needs to give them the opportunities and challenges to grow the breadth and depth of their skills at NYU, and be rewarded appropriately for their contributions to NYU’s success.

The compensation structure for administrative employees

Many higher education institutions are using a type of compensation structure called “Bands” to address the expanding need to provide their employees greater opportunities to grow in their career. This way, they can attract and retain first-class employees.

Employees need the flexibility to move across the University to take on new experiences so they can develop their skills. Bands provide this simpler, more flexible structure, which contributes to an environment where personal and career growth can take place without concern over level.

Bands allow you to focus on career growth and developing your skills—in fact, it should be easier to move between jobs so you can take on new challenges and expand your contributions to the University. They also allow for a broader range of options to consider when planning professional growth and skill development.

Read on to learn more about how Bands open a world of opportunities, challenges, and growth for you to achieve your goals at NYU.

Understand How Bands Work

With Bands, jobs are organized into larger groups based on level of responsibility. The jobs in each group share certain key characteristics, including:

Scope—the job’s breadth of responsibilities;
Reporting relationship—the level of management that the job reports to;
Required skills—the job’s complexity, degree of specialization, and the necessary education or equivalent experience; and
Accountability and institutional impact—the degree to which this job bears ultimate responsibility.

While jobs within a band are related across these key characteristics, there are varying degrees of scope and accountability within each band, which creates multiple levels. This allows a more flexible framework for making decisions about employees’ career growth, job movement and skills development within a band.

The Advantages of Bands

Here’s a look at some of the advantages of Bands:

• Foster Greater Cross-Functional Mobility.

Within each band, jobs from any number of different functions are grouped together. When a job is posted, it may be from any of these different functions. Without grades, you’re less likely to focus on just the handful of jobs within your function that represent a grade increase. Instead, you can focus on the many more jobs (from any function) that build new skills or expose you to different areas of the business.

• Promote Personal Growth and Broad-Based Career Development.

This new approach exposes you to jobs that enable you to acquire new and different skills. That type of growth in skills and responsibilities places the emphasis on broad-based personal growth, rather than vertical job movement (grade-to-grade increases).

• Facilitate Team-Building.

With the more flexible structure that Bands provides, hierarchical barriers to teamwork are eliminated. The new structure allows for greater collaboration among peers on a variety of teams.

• Focus Attention on Increases in Responsibility.

Level of responsibility is an important element in Bands. It influences Scope, Reporting Relationship and Accountability, which are all key factors in determining how a job is banded. So in your career development, you’re likely to focus on aspects of your current job (and potential new jobs) that increase your level of responsibility.

• Reduce Layers and Support a More Transparent Organization.

Our old grade structure was right for its time. But in today’s environment, grades can function as barriers that don’t allow us to achieve our organizational objectives—like the need for people to have a greater breadth of knowledge of our Global Network University, and to move between assignments and across job functions, whether in New York City or across the globe.

Take a Look at the Bands

Our compensation structure consists of six bands for Administrative and Professional employees. Here’s a look at the Band structure and the broad roles that fall into each band.

Officer, Associate Provost, Dean, VP, SVP
55 Director, Senior Director, Assistant/Associate Vice President, Assistant/Associate Dean
54 Senior Administrative and Professional/First-Level Manager
53 Mid-Level Administrative and Professional/First-Level Manager
52 Entry to Experienced Administrative and Professional First-Level Supervisor
51 Senior Non-Exempt/Non-Union Positions

*Please note that while the titles above are meant to provide a general representation of the types of titles found at a given band level, title differences may exist across regions and specific global locations.

NYU's Approach to Pay

Each band has associated market rates based on job family or functional discipline—e.g., finance, technology. The scope and range of jobs in each band is so wide that setting salary ranges would offer no benefit. Instead of salary ranges, competitive market rates, which are much more accurate references for the value of a job, are used for individual positions. That means:

• The highest pay level in a band may be twice as high as the lowest pay level for that same band. So people in the same band may be paid differently based on the level and scope of responsibility of their specific job, as well as their own experience and performance...

•  Market ranges from one band can overlap with another band. So a person in a lower band could be earning more than a person whose position is in a higher band...

•  Two people in different types of jobs may be earning the same amount, even though they’re in different bands...

Your pay level within the band is primarily determined by the market value of that particular job, plus your experience and performance. Pay is continually reviewed through external market studies, which take into consideration geography, cost of labor and university peer institutions.

Note: The salary levels shown in the bands above are for illustrative purposes only and may not correspond with the actual bands.

Career Progression

With Bands, there are three types of career progression:

Type of Career Progression Description
Band-to-Band Promotion Movement to a different job in a higher band
Within Band Growth Movement to a different job in the same band
Role Enhancement Adding significantly more responsibility within the same role

For example, assume you’re a Budget Analyst in Band 52:

• A band-to-band promotion may be advancement to a Budget Manager in Band 53.
Within band growth may be a move to a Finance Communication Manager in the same Band 52.
Role enhancement may be advancement to a Budget Analyst II in the same Band 52.

Bands allow you to focus on meaningful ways of tracking your career development. Specifically, developing expertise and building experience through a variety of assignments—in addition to your overall performance and contribution to NYU—will determine the progress you make in your career. You’ll have opportunities to develop your skills, which may result in both lateral and hierarchical career growth.

Take a Closer Look At…

Band-to-Band Promotions

Band-to-band promotions to new jobs in a different band represent a significant step in career growth. Since each band differs in its scope, reporting relationships, required skills, and accountability, when you move from one band to another, that move represents a significant promotion—and a significant increase in the contribution you can make to NYU.

Within Band Growth and Role Enhancement

Bands allow for greater growth within each band. You may progress through several jobs—and receive pay increases—within the same band. You and your manager may even be in the same band. Job changes may be lateral or across functions, depending on business needs and your career interests. Under the Band structure, the focus is on broad-based growth and development, which can happen by moving on to new functions or new jobs—even within the same band.



Code Job Family
A Business/Professional Administrative
C Non-Exempt Sciences Support
D Academic Program Support
F Finance/Real Estate/Procurement/Grant Management
G General Office Administration
H Health Services
I Campus/Auxiliary/Transportation, Facilities, Public Safety
K Development/Sponsored Research/Grant Writing
L Libraries
M Marketing, Advertising, Public Relations, Media, Video, Audio
O Other Non-Exempt Support, N.E.C.
R Human Resources
T Technology
W Engineering
Z Student Services/Athletics