Salary growth 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. Salary decisions are typically based on merit pay, changing markets, changes in the responsibilities of your position, or your own professional growth.
Changes to Base Salary
There are a number of ways your base salary or wage rate might change. Tufts uses the following measures to determine base-salary increases:
- Progression: You may be eligible if you have shown significant development in your competencies in your current job.
- Promotion: You may be eligible if your current position changes and moves to a higher pay level job or you are hired for an internal job posting at a higher pay level.
- Market or Equity Adjustment: Human Resources monitors relevant market surveys to ensure Tufts salaries remain competitive with the outside market.
- Career Laddering: Some departments have established career steps that outline the competencies necessary to move to the next professional level in that job family.
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.
New increases are implemented at the start of the new fiscal year for non-faculty.
You must be employed before April 1 to be eligible for a July 1 increase.
One-time 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.