CIRM: Establishing a Transparent and Market-Aligned Pay Structure

The Challenge

The California Institute for Regenerative Medicine (CIRM) faced the imperative of ensuring that its compensation practices for executives and staff were both market competitive and internally equitable. As a state agency operating at the intersection of public service and advanced scientific research, CIRM needed to align its pay structure with the University of California system while maintaining rigorous standards of transparency and compliance. The organization’s existing compensation framework lacked the robust data-driven methodologies required to evaluate a diverse array of highly specialized roles, putting its ability to attract and retain top talent and meet public accountability requirements at risk.

The Solution

CIRM selected MorganHR to lead a comprehensive enterprise-wide compensation evaluation. After reviewing potential partners, CIRM was drawn to MorganHR’s expertise in complex public sector compensation, deep analytical capabilities, and proven methodology for benchmarking and salary structure design. MorganHR conducted an extensive analysis covering 60 positions across 39 unique jobs, leveraging Radford Global and Economic Research Institute (ERI) data, and performing regression modeling with geographic adjustments for Oakland, California. The process included a detailed comparison of executive roles with counterparts at UC campuses, private medical schools, and research institutions, ensuring market alignment at every level. As noted in the MorganHR Analyst Report, “MHR delivered a detailed summary of the relative worth of jobs – competitive and internal alignment.” This transparent, evidence-based approach provided CIRM with a defensible salary structure, defined grades, and a documented process for ongoing job evaluation and market review.

The Results

The collaboration delivered immediate and measurable impact. CIRM achieved 100% benchmark alignment for all evaluated roles and secured 95% pay range compliance across its workforce. The new compensation framework, built on a robust statistical foundation (0.93 R² for the original grade model), ensures fair, sustainable, and transparent pay decisions—fortifying CIRM’s position as a leading public research entity. According to MorganHR, “CIRM and MHR have been engaged in a complete-organization compensation review over the last four months to ensure external competitiveness and internal equity among CIRM's jobs and employees.” The outcome is an enduring compensation model that supports CIRM’s mission, fortifies public trust, and provides a scalable platform for adapting to future scientific and regulatory changes.