Skip to main content Skip to secondary navigation
Update

Improved site navigation is coming soon. Thank you to everyone who participated in our user tests! 

Base Pay Objectives & Guidelines

Main content start

Purpose

  • Pay administration guidelines are used to help make base pay decisions that are consistent with Stanford’s Compensation Philosophy and Guiding Principles.
  • The guidelines are to ensure consistent pay administration.
  • Exceptions to the guidelines require approval by UHR Staff Compensation and Dean/VP (or designee approval as applicable).

Objectives

  • Base pay is designed and delivered to be consistent with the competitive market salary range based on skill, expertise and contribution/performance as well as the internal value of the job.
  • Base pay increases are used to maintain competitive pay levels for those performing at an acceptable level, as well as recognize outstanding performance.
  • Promotional increases are used to recognize significant growth in responsibility, accountability, knowledge, skills and expertise.
  • Manager has accountability for making sound pay decisions. Pay administration guidelines are intended to promote transparency and consistent application. 

Overall Parameters/Guidelines

  • Base pay may not be below the range minimum nor above range maximum for the grade. Requests for exceptions must be submitted by local HR to UHR Staff Compensation and approved by the AVP for Staff Compensation.
  • Individuals within the employment trial period are not eligible for a pay increase or bonus based on merit.  Base pay adjustments for other purposes (e.g., equity, market, bringing to grade minimum, or to correct/adjust a starting salary), or “spot bonuses,” may be warranted, even if the employee is in a trial period. Managers should work with their local HR manager.
    • Salaries of these individuals may be reviewed upon completion of the trial period.