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FOR Managers

Managing Resources

 

Staff Salary Increases for FY09

Over the past few years, Brown has been making a dedicated effort to enhance its reputation as an outstanding employer.  We are committed to attracting and retaining top talent, as well as, maintaining our positive reputation.  This commitment extends to offering competitive salaries, comprehensive benefits, excellent working conditions, learning and professional development opportunities and rewards and recognition for strong performance.

Since performance is such a central component of Brown’s compensation program, a 3.5% performance pool for non-union staff has been established to allow managers to recognize and reward staff; the same percentage allocated last year, despite economic pressures expected in the months ahead. To ensure the most efficient and equitable use of available funds, Brown will freeze salaries over $175,000, and the savings from this salary freeze will be distributed to Senior Officers so that they may target equity and promotion dollars to staff making less than $175,000.  All auxiliary and ancillary units (typically 3-ledgers) and divisions whose staff salaries are funded from endowment, restricted gifts or research grants should allocate a performance pool of 3.5% and an equity pool proportionate to the central pool.  If such units have significant equity issues, they should discuss that with Human Resources (HR) before proceeding. 

 

To assist you, the links below include eligibility criteria for the performance pool, guidelines for performance increases and equity adjustments, a summary of the promotion process, and associated timelines. 

 

 

For additional information please refer to HR Policy # 40.042