Tufts Compensation Program Design

The success of Tufts compensation program requires involvement, collaboration, and ownership between school/division leaders, managers, employees, and Human Resources. Each plays a different but important role:

Compensation staff in Human Resources consult with and guide school/division leaders, managers, and employees on compensation programs, processes or individual issues.

Senior administrators or Vice-Presidents provides compensation oversight for their school or division.

Managers play a special role in administering compensation programs within their department. They ensure that staff members are recognized for their contributions.

All employees are expected to demonstrate the desire and flexibility to develop the skills and competencies necessary for success – in the position and growth in compensation.

BroadBand System
Tufts uses a BroadBand compensation system. BroadBands provide a flexible, organized structure for staff positions at Tufts while market pay zones within the bands help the university manage pay delivery.

Staff positions are assigned to one of the following four Bands based on position responsibilities and level of organizational impact:

Executive

  • Leads a major school or university-wide administrative function
  • Impacts the organization by setting strategic directions and broad goals
  • Collaborates with other executives as the university leadership team
  • Compensation is set by Trustee Compensation Committee

Management

  • Manages a major area within a school/division
  • Directs the work of others
  • Impacts the organization by setting the direction and agenda for a specific area or function
  • Collaborates with other directors and managers within a division or as part of a university wide functional leadership team

Specialist/Management

  • Applies advanced knowledge in a specific area as an individual contributor, supervisor, or first-level manager
  • Applies expertise and effort in support of organizational goals
  • Collaborates with other specialists/managers or with others as needed
  • Focuses on achieving results through individual efforts or managing others

Administrative/Technical Support

  • Provides administrative, operational or technical support
  • Follows guidelines and practices in performing job functions
  • Impacts work group and/or customers in achieving results
  • Collaborates with immediate work group and others as required

Market Pay Zones
To provide additional structure and help manage salaries, each wide band is divided into three pay zones. Positions are assigned to zones based on their market value.

Pay ranges are typically adjusted annually on July 1 (the beginning of the fiscal year).

 
ZONE 1
ZONE 2
ZONE 3
Executive
——————-NO PAY ZONES—————–
Management
$>>>>>$$
$>>>>>$$
$>>>>>$$
Specialist/Management
$>>>>>$$
$>>>>>$$
$>>>>>$$
Admin/Tech Support
$>>>>>$$
$>>>>>$$
$>>>>>$$