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  :Tue Dec 17 16:33:42 GMT 2019
Last Published  :Tue Dec 17 16:33:42 GMT 2019
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 Business Partners 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 related to composing descriptions of jobs.
     
    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:
     
    Tufts staff jobs are assigned to exempt (salaried) or non-exempt (hourly) pay structures.  Each pay structure has pay range levels.  Jobs are assigned to appropriate pay ranges based upon each job's compensation survey benchmark value.  Market survey data for Tufts benchmark jobs is reviewed on an annual basis to ensure that pay ranges keep current with the market.

     
    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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    compensation structure, pay ranges, and philosophy, mission, staff