Tulane administers compensation policies and programs that support competitive and equitable pay based on like duties and responsibilities within the marketplace. Tulane’s pay administration policies and programs are administered without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sexual orientation, or veteran status.
The Compensation department collaborates with hiring managers, supervisors, senior managers, and the Office of Human Resources to provide policy guidance and administration of a uniform compensation program.
All jobs at Tulane are grouped into common categories based on the type of work involved, the level of difficulty, the level of responsibility, and the minimum qualifications required for the job. The Compensation department maintains Tulane’s job evaluation system which is used in the classification of all staff positions. If you have created a brand new position or are seeking a re-evaluation of the position because the responsibilities of the position have significantly changed, then read on to learn more about these processes.
Tulane is committed to linking annual pay increases to staff performance. The opportunity for a merit increase is based on an individual’s annual performance review and the approved guidelines. The purpose of the annual performance review is to ensure staff receive clear feedback regarding previous and future performance expectations and goals. Information on this page contains information about eligibility, timing, and procedures associated with our annual merit cycle.
Implementation of competitive and consistent pay practices are instrumental to our ability to attract, motivate and retain qualified employees. The success of our compensation program hinges on our ability to offer competitive pay while maintaining a shared sense of internal equity and fairness. In this section, you will find information related to new hire pay including how new hire starting salaries are established and the factors that should be considered before extending an offer.
When an employee moves from their current position to a different position that is assigned to a higher salary grade, this is considered a promotion. A promotion generally warrants an increase in base salary to recognize additional skills, responsibilities as well as to ensure that pay for the new position is consistent with market and internal equity. Read on to learn more.
Taking on different positions may prepare an employee for career advancement by enabling them to broaden their skills which may not represent a change to their current pay grade. A lateral move occurs when an existing employee moves into a new position within the same pay grade of their current position, while a transfer is when an employee moves to a position outside of their department.
Interim assignments are formal, temporary assignments which may warrant a temporary increase to the employee's pay.
A stipend/one-time payment is a non-recurring single payment (not applied to base pay) for specific services, events, or deliverables that are clearly outside the employee’s established job duties, including annual goals and objectives.