Base Pay Objectives & Guidelines
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- 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.
- Base pay is designed and delivered to be consistent with the competitive market pay 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 reward significant growth in responsibility, accountability, knowledge, skills and expertise.
- Pay administration promotes management ownership of and accountability for the base pay program.
- Pay administration guidelines are transparent and consistent.
- 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; 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 on these unique cases.
- Salaries of these individuals may be reviewed upon completion of the trial period.