Salary and Pay Policies
The university recognizes the importance of retention and recruitment incentivization. As such, the university regularly reviews its compensation ranges and programs and updates them to ensure competitive wages and practices to those of the Boston employment market.
Compensation and Performance Development Programs
The university compensation and performance development programs link employees’ individual jobs and goals to broader university or department goals. These programs facilitate communication between supervisors and employees. They also encourage employees to identify and develop the skills they need to reach their full potential in their position at the university.
The programs are designed to:
- Provide competitive total compensation packages, within defined markets, to attract and retain a high quality, diverse workforce.
- Promote communication between managers and employees to ensure that employees have a clear understanding of the link between their contributions and the mission, values, and goals of the university.
- Encourage development of skills and behaviors (competencies) necessary for success in our work environment.
- Establish a consistent framework with flexibility in pay delivery and pay programs to recognize individual performance, teamwork, and competency development.
Definition of Staff
Staff is defined as any benefits-eligible employee who has standard hours of 17.5 hours/week or more and is not otherwise covered by a collective bargaining agreement. Postdoctoral scholars’ hiring practices are outlined in the postdoc handbook. Faculty should refer to the by-laws of their primary school affiliation for guidance.
Changes to this policy and the handbook in which it is maintained may be made at any time, at the sole discretion of the university and is not a contract. Employment by the university is at will and either the employee or the university may end the employment relationship at any time.