Salary structures have been established for Administrative and Support staff. Each year, Compensation staff review MIT's salary structures to ensure they remain competitive with the market.
The Administrative staff structure is a broadband structure. In a broadband pay structure, the numbers of salary grades are consolidated into fewer, but wider, pay ranges. Unlike a traditional salary structure, the broadband does not represent the minimum and maximum amount of pay for a particular job within the structure. Because the bands in the Administrative classification are so wide, the Compensation Office suggests that, where appropriate, job postings contain a hiring range.
It is important to consider whether or not to include a hiring range when posting a job. A hiring range is a more refined range for a particular job within a broadband structure or when no formal salary structure exists. By providing a hiring range, applicants applying for a job will have a more accurate expectation of what the salary range (minimum and maximum pay rate) is for the position they are interested in.
The hiring range should be based on what has been budgeted for the job, what others in similar jobs within the department and across the Institute are being paid, and what the market is paying for similar jobs.
Determining a hiring range
A hiring range should be based on what has been budgeted for the job, what others in similar jobs within the department and across the Institute are being paid, and what the market is paying for similar jobs. When a hiring range is included in the job posting, it is recommended that the hiring manager work with Compensation to establish this range. To ensure that a hiring range is included in the job posting, the manager will need to add a sentence at the end of the posting stating the hiring range for the job.
Example: Jobs "X", "Y", and "Z" are all classified as a level N within the Administrative Staff structure. Level N's broadband salary range is $46,200-$81,200. However, a market analysis determines that:
Job "X" hiring range might be $54,000-$61,000
Job "Y" hiring range might be $45,000-$55,000
Job "Z" hiring range might be $66,000-$70,000
Administrative staff broadbands
Effective July 1, 2018
|Level||Level Code||Level Min||Level Max|
Support Staff (Non-Exempt, Hourly)
The Support Staff structure is a more traditional salary structure where minimums and maximums represent the pay for a particular job. The Support Staff salary structure consists of five salary ranges (grades 2 through 6). Starting salaries for employees are typically determined by referring to the salary range assigned to the position being filled, the individual's job-related experience, knowledge and skills, current pay, and the salaries of other employees performing the same or similar job functions.
Effective April 2, 2018
To determine the annual salary amount, multiply the hourly rate by the number of hours to be worked per week and then multiply by 52 weeks. See actual hourly and annual rates below.
Actual hourly and annual rates
35-hour work week
37.5-hour work week
40-hour work week
To determine other annual salary amounts, multiply the hourly rate by the number of hours to be worked per week and then multiply by 52 weeks.
Using salary ranges
For salary ranges in the Support Staff salary structure, the full salary range represents the range of competitive pay in the market. It is designed to accommodate a wide range of skills, experiences, and performance levels, as illustrated below:
|New to job; little to minimal prior experience; still learning the job||Fully knowledgeable about job; handles most job responsibilities independently and effectively||Broadly and deeply experienced; performs job responsibilities independently and in a highly effective manner; may demonstrate unique knowledge or skill; may be resource to others|
The range minimum is the rate typically offered to employees who possess the minimum qualifications and are expected to perform the basic position duties and responsibilities after normal training. These individuals are still learning aspects of the job and often have limited experience.
The midpoint is considered appropriate for experienced and fully qualified employees whose performance fulfills the major requirements of their position, and who regularly perform most aspects of their job effectively and independently.
The maximum of the range is considered the upper limit of the salary opportunity in a grade for a highly experienced employee. This individual should be knowledgeable in his/her job and related areas, may have specialized skills and perspectives, and may serve as an expert resource, role model, and/or mentor.
Starting salaries for new employees to the Institute are typically determined by referring to the salary range assigned to the position being filled, the individual's external job-related experience, knowledge and skills, current pay, and the salaries of other employees performing the same or similar job functions.
In many cases, a new employee's starting salary is between the minimum and the first quartile of the salary range. If a new employee meets only the minimum requirements of the position, the starting salary would typically be at or near the salary range minimum. If an employee has qualifications that significantly exceed the basic requirements of the position description, the starting salary may be targeted between the first quartile and the midpoint.
In some circumstances, education can substitute for experience, or vice versa. Because every situation is different, there is no formula for making these substitutions; however, the following can be considered:
- Has the candidate taken courses that specifically relate to the new job?
Example: Bookkeeping courses for a Financial Assistant job
- How similar are the candidate's previous work environments to the new job's environment?
Example: Prior work experience in higher education or in a similar department
- The nature of the experience
Example: Work in a same or similar job at another institution
Sponsored Research and Medical Staff
It is recommended that hiring ranges be included when posting Sponsored Research and Campus Medical jobs. Sponsored Research and Campus Medical positions do not have formal salary structures. By providing a hiring range in the posting, applicants applying for a job will know what the salary range (minimum and maximum pay rate) is for the position they are interested in. To establish this range, hiring managers are advised to work with their Compensation Specialist who will analyze the market, similar jobs at the Institute, and internal equity.
The FTE minimum salary for Sponsored Research and Medical staff is $47,476.
For more information about Sponsored Research appointments, see MIT Policies & Procedures Section 5.2
For assistance with hiring ranges, contact the Compensation Office.