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.”