Pay Rates & Job Descriptions

The University of Richmond uses a structured student pay grade system to help ensure fairness and consistency across departments. This system includes five pay grades aligned with position complexity and experience, as well as a step progression model that rewards students for their time in position. The rate of pay for each job is determined by the specific responsibilities of the job, as stipulated in the job description.

Effective August 2, 2026, the minimum wage for student employees is $13.75 per hour.

Each job description level has a set wage range listed below. The wage rate for all student jobs must fall within the wage range for that level. Supervisors may submit a wage rate change EPAF in order to make changes to the student's pay rate provided it is inside the set wage range.

Pay Rates and Job Responsibilities

If you have any questions about the pay rate for a job, please contact us.

  • Pay Grade Movement and Promotions

    Step Progression (SP) by Academic Year

    Pay for each grade is based on the academic year a student began working in their role. Below is the pay progression chart.

    Academic Year Started SP Student 1 SP Student 2 SP Student 3 SP Student 4 SP Student 5
    2026–2027 (step 1) $13.75 $14.10 $14.45 $14.80 $15.15
    2025–2026 (step 2) $13.90 $14.25 $14.60 $14.95 $15.30
    2024–2025 (step 3) $14.05 $14.40 $14.75 $15.10 $15.45
    2023–2024 (step 4) $14.20 $14.55 $14.90 $15.25 $15.60
    2022–2023 (step 5) $14.35 $14.70 $15.05 $15.40 $15.75

    What is step progression and how does it work?

    Most student jobs are set up in Step-Progression (SP) pay grades. Although student employees do not receive merit-based increases, we do reward longevity in a role. Before the start of the fall semester, the Student Employment Program Manager will review the jobs that were opened since the previous academic year and progress all eligible student employees to the next step within the pay grade. Managers do not need to take any action for their employees to receive the progression to the next step in the grade.

    For example, if a student is hired as an entry-level Office Assistant role in pay grade SP Student 1 in September of 2025, then when they return to that job the next year their pay will progress to step 2 of the SP Student 1 pay grade at the start of the 2026-27 academic year.

    See the ‘Promotions’ section below for more information about how step progression applies when a student gets promoted within a department.

     

    Exceptions to Step Progression

    In rare cases, a hiring department may request an exception to the standard step progression
    model. When approved, these positions use a static pay rate that does not increase based on
    time in position. Because these roles are not eligible for annual step increases, exceptions
    should only be considered for short-term positions lasting one academic year or less. These
    positions must be assigned one of the following job profiles:

    • SE Special Event  
    • SE Hourly Student Work  
    • SE Grant-Funded (for external grants only)

     

    Promotions

    Student employees may move to a higher pay grade when promoted within a department. The general framework for promotions is as follows:

    • Promotion to a lead or senior position on a team typically results in a one-grade increase (a $0.35/hour raise).
    • Promotion to a manager or supervisor role over peer student employees typically results in a two-grade increase (a $0.70/hour raise).

    Importantly, the step progression model allows a student’s prior time in a position to carry forward when they are promoted within the same organization. For example, a student who worked as a café assistant during Academic Year (AY) 2024–2025 at Step 3 of SP Student 2 ($14.40/hour) would advance to Step 3 of SP Student 4 ($15.10/hour) when promoted to café manager.

  • Pay Grades 1 & 2

     

    These grades are typically assigned to entry-level roles that require minimal prior experience or training. Examples include general office assistants, café staff, or program support roles.
  • Pay Grades 3 & 4

     

    These grades are intended for intermediate-level positions or roles requiring a higher degree of responsibility and prior experience. Common examples include digital content creators, lab assistants, or student managers.

  • Pay Grade 5
    This highest grade is reserved for specialized or advanced roles, such as internships, technical or creative positions (e.g., student artists or data analysts), and roles requiring specific skillsets. These are limited in number and typically make up a small percentage of total student positions.