Below we offer answers to two typical questions regarding compensation.
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:
2) Pay levels near middle of the range typically apply to employees/candidates who:
3) Pay levels near the top of the range typically apply to employees/candidates who:
All pay decisions are not only based on education, experience, and skills, but also budget.
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:
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.”
