Tufts' Compensation Philosophy
Tufts is committed to providing competitive, fair, and equitable pay for all staff. Pay ranges are determined by examining several factors, including extensive benchmarking analysis of similar roles in relevant markets and industries. Base pay is determined based on the employee’s relevant expertise and experience, performance of job responsibilities, achievement of goals, and internal equity considerations. We ensure pay is internally equitable by assessing individual expertise, experience, and performance of others in similar jobs.
By maintaining a competitive compensation program, we are able to:
- Maintain a competitive relationship between Tufts salaries and the overall market;
- Reward employees’ contributions and development; and
- Foster career development.
In addition to the base pay compensation program, Tufts offers competitive benefit plans, including generous time off, significant retirement contributions, tuition assistance, learning and development opportunities, important workplace flexibility opportunities, and recognition programs.
Staff Development and Compensation
As a manager, you play an important role in your staff's professional development and growth. We encourage you to talk with members of your team about advancement opportunities, both during their annual performance reviews and regularly throughout the year.
If you would like to initiate a salary review, contact your department's Human Resources Business Partner (HRBP) to discuss what options are available. Your HRBP can guide you through the process and provide helpful feedback and advice.
Changes to Base Salary
The following changes affect an employee's base salary:
Recognizes significant development of the employee's competencies in his or her current job. This type of change must:
- Provide for salary movement within current job and pay range.
- Not include a change in job level.
- Not be an annual event.
- Be supported and proposed by the manager.
- Be initiated by you, the manager, with a Compensation Review Request Form that you submit to your HRBP.
- Be reviewed by school/division senior administrator in consultation with Human Resources.
The employee moves to a higher pay level job OR applies and is hired into an internal position at a higher pay level. This type of change must:
- Represent a significant content change in role and responsibility.
- Involve a change in salary that reflects the extent of the change, market for the job, internal equity, and budget.
- For promotions within a department or unit, initiate by you, the manager, with a Job Content Questionnaire and Compensation Review Request Form (PDF) that you submit to your HRBP.
- Be approved by a senior administrator and HRBP or Human Resource Compensation professional OR the employee must apply for and be hired for another position at a higher pay level.
Market or Equity Adjustment
Maintains a competitive position between the external market and Tufts' salaries. This type of change must:
- Be based on a review of data from relevant market surveys, which are monitored by Human Resource Compensation staff regularly. Your HRBP will reach out to you if the job market for your area has changed.
- Be requested by a manager and senior administrator as an ad-hoc review.
- Be initiated by you, the manager, with a Compensation Review Request form that you submit to your HRBP.
Merit Review Process
Merit pay helps Tufts maintain staff salaries that are competitive with the external market and provide monetary recognition for each employee's performance in the prior year. Managers are expected to distribute merit pay based on performance and to operate within the annual merit-spending budget.
- Pay increases are related to performance.
- Each department can select its yearly performance review cycle. Most departments choose a fiscal year performance period and conduct reviews near the end of the fiscal year.
- As a manager, you will conduct performance reviews and review them with each employee on your team.
- You will recommend increases for your staff in an online system.
- Increases are reviewed by your school or division's senior administrator, usually the department's vice president, executive administrative dean, or equivalent.
- New increases are typically implemented at the start of the new fiscal year.
- Individuals must be employed before April 1 to be eligible for a July 1 increase.
At times, a one-time bonus payment recognizing an employee's special achievement beyond the normal scope or expectations for the position may be appropriate. Lump-sum awards are not included in an employee's base salary. To request an award for a member of your staff, complete a Compensation Review Request Form (PDF) and submit it to your HRBP for review and approval.
Examples of such situations include:
- Completion of a special project
- Extraordinary customer service
- Implementation of an idea that results in cost savings, revenue generation, or improved efficiency