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Competitive Pay

Tulane University recognizes that competitive compensation is the cornerstone for recruiting, retaining, and motivating a diverse and qualified workforce. To this end, the University’s compensation philosophy is to pay all categories of employees at competitive levels established by external labor markets, considering both salary and benefits as a total compensation package.

  • Market Competitive -  Establish pay levels for positions on the basis of their external competitiveness with relevant labor markets and their relative internal value.
  • Retain and engage employees - Reward employees on the basis of work performance.
  • Internally Equitable -  Administer pay equitably and consistently.
  • Align with Tulane Culture - Establish a compensation policy that is consistent with the management and allocation of funds entrusted by the University.
  • Attract Top Talent - Maximize the effectiveness of compensation funding based on recruiting, retention, and employee motivational outcomes.
  • Transparent; Easy to access and understand - Ensure accountability for compliance with all Tulane University policies and procedures and statutory requirements.

New Hire Pay

All new starting salaries are evaluated based upon the candidate’s relevant knowledge, skills, and experience as it relates to the position’s requirements and assigned to a Career Band Level and Pay Grade within Tulane’s staff compensation structure. Factors considered to determine new hire pay rate include the following:

  • Pay Administration Guidelines
  • Internal pay relationships
  • Candidate’s applicable knowledge, skills and abilities
  • Budget and legal concerns

Starting pay for new hires meeting minimum qualifications is generally within the lower range of the established pay grade.  When considering the pay of a new hire, the overall background (knowledge, skills and experience) is compared to other similarly situated positions in the unit to ensure the new staff member is paid appropriately in comparison to incumbents.

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