TSS - Compensation Structure, Pay Ranges, and Philosophy

Compensation Structure, Pay Ranges, and Philosophy

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First Published  :Tue Nov 25 22:02:03 GMT 2014
Last Modified  :Wed Dec 13 15:15:39 GMT 2017
Last Published  :Wed Dec 13 15:15:39 GMT 2017
Summary :  Reference for all employees who have inquiries about the compensation structure, pay ranges, and the compensation philosophy at Tufts University. Audience: Employees

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    Compensation Overview
     
    Tufts Compensation group supports the mission and goals of the university by establishing and implementing fair, equitable, competitive and creative compensation programs and practices for Tufts non-faculty staff.
     
    The Compensation staff administer Tufts compensation program which includes the annual merit review process and other pay programs designed to reward employees for growth in job responsibilities or a one time achievement.
     
    To help Tufts maintain competitive salaries, HR Business Partners and/or compensation staff will:
    • Respond to managers requests for salary reviews and work creatively with managers to anticipate and respond to pay issues.
    • Participate in salary market surveys and review results to keep Tufts salaries competitive with defined external competitors and fair in relation to each other across the university.
    • Work with hiring managers and HR Representatives to set appropriate hiring ranges for vacant positions and salaries for new hires.
    • Analyze overall economic trends and work with university financial managers in setting Tufts annual merit budget.
    • Maintain pay ranges each fiscal year.
     
    In addition to administering salaries, the compensation group is responsible for:
    • Approving all staff job titles in accordance with internal guidelines.
    • Classifying positions as exempt (salaried) or non-exempt (hourly) in accordance with the Fair Labor Standards Act.
    • Ensuring university compliance with other wage and hour laws and regulations.
    • Providing ongoing training to managers and staff.
    • Providing guidance and advice on writing job descriptions.
     
    Compensation Structure:
     
    The success of Tufts compensation program requires involvement, collaboration, and ownership between school/division leaders, managers, employees, and Human Resources. Each plays a different but important role:
     
    Compensation staff in Human Resources consult with and guide school/division leaders, managers, and employees on compensation programs, processes or individual issues.
     
    Senior administrators or Vice-Presidents provides compensation oversight for their school or division.
     
    Managers play a special role in administering compensation programs within their department. They ensure that staff members are recognized for their contributions.
     
    All employees are expected to demonstrate the desire and flexibility to develop the skills and competencies necessary for success – in the position and growth in compensation.
     
    Pay Ranges:
     
    Broadband System:

    Tufts uses a Broadband compensation system. Broadband provide a flexible, organized structure for staff positions at Tufts while market pay ranges within the bands help the university manage pay delivery.
    Staff positions are assigned to one of the following four Bands based on position responsibilities and level of organizational impact:
     
    Executive
    • Leads a major school or university-wide administrative function
    • Impacts the organization by setting strategic directions and broad goals
    • Collaborates with other executives as the university leadership team
    • Compensation is set by Trustee Compensation Committee
     
    Management
    • Manages a major area within a school/division
    • Directs the work of others
    • Impacts the organization by setting the direction and agenda for a specific area or function
    • Collaborates with other directors and managers within a division or as part of a university wide functional leadership team
     
    Specialist/Management
    • Applies advanced knowledge in a specific area as an individual contributor, supervisor, or first-level manager
    • Applies expertise and effort in support of organizational goals
    • Collaborates with other specialists/managers or with others as needed
    • Focuses on achieving results through individual efforts or managing others
     
    Administrative/Technical Support
    • Provides administrative, operational or technical support
    • Follows guidelines and practices in performing job functions
    • Impacts work group and/or customers in achieving results
    • Collaborates with immediate work group and others as required
     
    For more information, please visit the Compensation Programs and Staff Development and Compensation pages on AccessTufts. 
     
    Contact your HR Business Partner if you have additional questions about compensation structure, pay ranges and philosophy.


     
     

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Keywords

    compensation structure, pay ranges, and philosophy, mission, staff, Broadband system, pay zone