Compensation Programs and Administration
Base pay changes can occur as the result of significant growth in your current job, as part of a promotion, or through a transfer to another part of the university. Pay decisions are typically based on merit pay, changing markets, changes in the responsibilities of your position, or your own professional growth.
There are a number of ways your base salary or wage rate might change. Tufts uses the following measures to determine base-salary increases:
You may be eligible if you have shown significant development in your competencies in your current job.
You may be eligible if your current position responsibilities increase significantly representing a higher pay level job or you are hired for an internal job posting at a higher pay level.
Note: some departments have established career ladders that outline the major function, responsibilities and competencies associated with various steps or levels for promotion within their job families.
Market or Equity Adjustment
Human Resources monitors relevant market surveys and internal pay rates to ensure Tufts salaries remain fair and competitive with the outside market.
Merit Pay Administration
Tufts uses an annual merit pay and performance review process to provide monetary recognition for your prior year’s performance. Pay increases are based on the annual merit plan and how your performance is evaluated.
At the time of mid- and end-year review, your manager may ask you to submit a self-evaluation of your work. Taking into account input you may provide, your manager will create a performance review for the past year, and review it with you.
Increases are reviewed by a school/division senior administrator, usually the department’s vice president or executive administrative dean, or equivalent. Merit increases are implemented at the start of the new fiscal year for non-faculty. You must be employed in your job before April 1 to be eligible for a July 1 increase.
One-time bonus awards recognize special achievements beyond the normal scope of your position:
- Completion of a special project
- Extraordinary customer service
- Implementation of an idea that results in cost savings, increased revenue, or improved efficiency
Supervisors submit proposed supplemental bonus payments to the department’s Executive Administrative Dean, Vice President, or equivalent for approval.