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The Spring 2023 Tuition Waiver is NOW OPEN!

This program includes Tulane's Tuition Waiver for both employees and their dependents, the Extended Tuition Waiver, and the Tuition Waiver Tax Exemption for graduate students. To learn more, visit the Tuition Waiver Program site: hr.tulane.edu/benefits/tuition-waiver

Compensation Conversations

Below we offer answers to two typical questions regarding compensation.

There is a vacancy for a position that is in the same career band and level as my current role, but the salary range is much higher than my current pay. Why is that?

All staff vacancy postings include the pay grade assigned to the position with a link to Tulane’s compensation philosophy, which indicates:

1)    Pay levels near the beginning of the range typically apply to employees/candidates who:

  • Are new to the role.
  • Require time and experience to meet all expectations of the job.

2)    Pay levels near middle of the range typically apply to employees/candidates who:

  • Are meeting and exceeding job expectations
  • Have fully developed skills and experience

3)    Pay levels near the top of the range typically apply to employees/candidates who:

  • Demonstrate sustained exceptional contributions, skills and performance in their role

All pay decisions are not only based on education, experience, and skills, but also budget.

I feel that I am meeting and exceeding job expectations and have fully developed skills and experience. Why is my pay in the lower end of the range?

1)    If the pay is in lower end of range because of the timing and evolutionary nature of the compensation introduced in 2018:

Tulane conducted a compensation study and announced a new compensation structure in 2018. During the rollout, Tulane openly shared the timeline associated with next steps:

  • Fiscal Year July 2018 – June 2019 | Move to minimum plus 1%
  • Fiscal Year July 2019 – June 2020 | Evaluation of equity
  • Fiscal Year July 2020 – June 2021 | Pay for Performance

These steps require funding and above and beyond the budgeted annual merit increases. Therefore, it will take multiple years to fully achieve the objectives of the compensation philosophy and structure.

2)    If the pay is in lower end of range because of performance, the response may vary. See examples below:

“While you are now functioning well as a [insert job title], in order to fully develop your skills and experience, I’d like to see you [insert expectations such as earn certification, serve as a mentor to other employees, lead a project, etc.]. As you complete those challenges, my goal will be to recognize those contributions with additional monetary increases.”

3)    If the pay is in lower end of range because of budget, the suggested response is:

“I do recognize that your experience, skills, and performance record make you a valued employee to our organization. When the budget allows, it is my intent to recognize those contributions.  Unfortunately, the funding is not available at this time.”