President’s speeches, letters, and articles
Subject: Continuing the compensation conversation
May 3, 2023
Dear Reed Staff and Faculty,
As we come to the close of our academic year, I want to share with you again what is happening regarding staff compensation.
- Pausing changes. To reiterate the information I sent in a March 28 email, we are pausing action on the definition of compensation grades indefinitely. We won’t address these again this calendar year. Our current efforts involve conversations with individuals and managers. The compensation grades are necessary to determine fair compensation for new hires and to inform any requested reviews of compensation. No employee’s compensation has been reduced at any time in this process.
- Taking experience into account. Our current commitment will allow staff to be rewarded for their experience — rather than the previous approach where everyone was paid the same amount for the same job, regardless of how much experience they may have.
- Expanding compensation beyond the top end of grades. This July, all staff who receive merit increases will have it added to their base pay, even if they have previously received one-time (lump-sum) payments for compensation in excess of the top of their job grade.
- Increasing the merit pool. Historically, the merit pool amount has been 1%. This year, in consultation with the vice presidents and me, Treasurer Lynn Valenter proposed and received the board’s approval for a 2% merit pool.
- Gathering staff feedback. We are hosting listening sessions to gather staff input about compensation. The listening sessions on compensation practices and procedures are scheduled for May 5th, 8th, and 16th with Lynn Valenter and Heather Quinn-Barron, director of human resources. There is still room to join these sessions, which are limited in size to facilitate discussion. Additional sessions will be scheduled, if needed, to accommodate more interest. Please use this link to sign up and participate in the conversations.
The college is working to create fair and equitable models. This includes ensuring that Reed pay aligns with market wages for similar positions in higher education. Reed also offers an attractive benefits package that includes items such as retirement contributions, tuition remission for the dependents of eligible employees, and robust health insurance.
More information is available in the FAQ found here.
Please attend the sessions this month, if possible, and share your thoughts. We are listening.
Best, Audrey
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Audrey Bilger
President