\n| \n Grade<\/strong><\/p>\n<\/td>\n| \n Min<\/strong><\/p>\n<\/td>\n| \n Q1<\/strong><\/p>\n<\/td>\n| \n Mid<\/strong><\/p>\n<\/td>\n| \n Q3<\/strong><\/p>\n<\/td>\n| \n Max<\/strong><\/p>\n<\/td>\n<\/tr>\n<\/thead>\n\n\n| 42<\/td>\n | $15.00<\/td>\n | $16.30<\/td>\n | $17.21<\/td>\n | $19.18<\/td>\n | $21.20<\/td>\n<\/tr>\n | \n| 43<\/td>\n | $15.19<\/td>\n | $17.60<\/td>\n | $19.81<\/td>\n | $22.07<\/td>\n | $24.38<\/td>\n<\/tr>\n | \n| 44<\/td>\n | $17.50<\/td>\n | $20.10<\/td>\n | $22.74<\/td>\n | $25.38<\/td>\n | $28.03<\/td>\n<\/tr>\n | \n| 45<\/td>\n | $20.10<\/td>\n | $23.13<\/td>\n | $26.15<\/td>\n | $29.13<\/td>\n | $32.16<\/td>\n<\/tr>\n | \n| 46<\/td>\n | $23.13<\/td>\n | $26.59<\/td>\n | $30.05<\/td>\n | $33.51<\/td>\n | $36.97<\/td>\n<\/tr>\n | \n| 47<\/td>\n | $25.58<\/td>\n | $30.10<\/td>\n | $34.57<\/td>\n | $39.04<\/td>\n | $43.51<\/td>\n<\/tr>\n | \n| 48<\/td>\n | $29.42<\/td>\n | $34.62<\/td>\n | $39.76<\/td>\n | $44.90<\/td>\n | $50.05<\/td>\n<\/tr>\n | \n| 49<\/td>\n | $34.47<\/td>\n | $41.35<\/td>\n | $48.22<\/td>\n | $55.14<\/td>\n | $62.07<\/td>\n<\/tr>\n | \n| 50<\/td>\n | $38.56<\/td>\n | $48.22<\/td>\n | $57.84<\/td>\n | $67.50<\/td>\n | $77.16<\/td>\n<\/tr>\n | \n| 51<\/td>\n | $46.30<\/td>\n | $57.88<\/td>\n | $69.47<\/td>\n | $81.01<\/td>\n | $92.60<\/td>\n<\/tr>\n | \n| 52<\/td>\n | $57.84<\/td>\n | $72.31<\/td>\n | $86.78<\/td>\n | $101.25<\/td>\n | $115.72<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n Salaried Staff Positions*<\/strong>
\nEffective February 1, 2025
\n(Excludes academic research, temporary, and executive positions)<\/p>\n\n\n\n| \n Grade<\/strong><\/p>\n<\/td>\n| \n Min<\/strong><\/p>\n<\/td>\n| \n Q1<\/strong><\/p>\n<\/td>\n| \n Mid<\/strong><\/p>\n<\/td>\n| \n Q3<\/strong><\/p>\n<\/td>\n| \n Max<\/strong><\/p>\n<\/td>\n<\/tr>\n<\/thead>\n\n\n| 42<\/td>\n | $31,200<\/td>\n | $33,900<\/td>\n | $35,800<\/td>\n | $39,900<\/td>\n | $44,100<\/td>\n<\/tr>\n | \n| 43<\/td>\n | $31,600<\/td>\n | $36,600<\/td>\n | $41,200<\/td>\n | $45,900<\/td>\n | $50,700<\/td>\n<\/tr>\n | \n| 44<\/td>\n | $36,400<\/td>\n | $41,800<\/td>\n | $47,300<\/td>\n | $52,800<\/td>\n | $58,300<\/td>\n<\/tr>\n | \n| 45<\/td>\n | $41,800<\/td>\n | $48,100<\/td>\n | $54,400<\/td>\n | $60,600<\/td>\n | $66,900<\/td>\n<\/tr>\n | \n| 46<\/td>\n | $48,100<\/td>\n | $55,300<\/td>\n | $62,500<\/td>\n | $69,700<\/td>\n | $76,900<\/td>\n<\/tr>\n | \n| 47<\/td>\n | $53,200<\/td>\n | $62,600<\/td>\n | $71,900<\/td>\n | $81,200<\/td>\n | $90,500<\/td>\n<\/tr>\n | \n| 48<\/td>\n | $61,200<\/td>\n | $72,000<\/td>\n | $82,700<\/td>\n | $93,400<\/td>\n | $104,100<\/td>\n<\/tr>\n | \n| 49<\/td>\n | $71,700<\/td>\n | $86,000<\/td>\n | $100,300<\/td>\n | $114,700<\/td>\n | $129,100<\/td>\n<\/tr>\n | \n| 50<\/td>\n | $80,200<\/td>\n | $100,300<\/td>\n | $120,300<\/td>\n | $140,400<\/td>\n | $160,500<\/td>\n<\/tr>\n | \n| 51<\/td>\n | $96,300<\/td>\n | $120,400<\/td>\n | $144,500<\/td>\n | $168,500<\/td>\n | $192,600<\/td>\n<\/tr>\n | \n| 52<\/td>\n | $120,300<\/td>\n | $150,400<\/td>\n | $180,500<\/td>\n | $210,600<\/td>\n | $240,700<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n *Salaries reflect a 12 month assignment duration and 40 hour work week.<\/em><\/p>\n**Salaries are rounded to the nearest hundred.<\/em><\/p>\n<\/div>\n<\/div>\n\n <\/h3>\nPay Supplements & Additional Payments<\/h3>\nThe University has several programs to provide managers with non-recurring compensation options that can be used to attract and retain key talent. Note: These programs are funded by individual units\/ departments.<\/p>\n These programs include stay bonuses<\/strong> (i.e., retention bonus), employment bonuses<\/strong> (i.e., sign-on bonus), and performance bonuses<\/strong>. There is also an over-base payment program<\/strong> for additional payment to an employee’s regular salary or wages for significant, temporary increases in responsibilities related to special circumstances. More information is available in the guidelines below:<\/p>\n\n- Over-Base Payment Guidelines for Non Represented Staff<\/a><\/li>\n
- Staff Bonus Guidelines for Non Represented Staff<\/a><\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"
To attract and retain the most talented individuals, Boston University maintains a flexible and competitive compensation policy. When determining salaries, the following factors are considered: Level and scope of responsibilities Required education Required skills and relevant experience Internal and external equity Department\u2019s budget Salaries are a critical component of total rewards, which is why the […]<\/p>\n","protected":false},"author":8774,"featured_media":0,"parent":647,"menu_order":9,"comment_status":"closed","ping_status":"closed","template":"","meta":[],"_links":{"self":[{"href":"https:\/\/www.bu.edu\/hr\/wp-json\/wp\/v2\/pages\/703"}],"collection":[{"href":"https:\/\/www.bu.edu\/hr\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.bu.edu\/hr\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.bu.edu\/hr\/wp-json\/wp\/v2\/users\/8774"}],"replies":[{"embeddable":true,"href":"https:\/\/www.bu.edu\/hr\/wp-json\/wp\/v2\/comments?post=703"}],"version-history":[{"count":55,"href":"https:\/\/www.bu.edu\/hr\/wp-json\/wp\/v2\/pages\/703\/revisions"}],"predecessor-version":[{"id":25059,"href":"https:\/\/www.bu.edu\/hr\/wp-json\/wp\/v2\/pages\/703\/revisions\/25059"}],"up":[{"embeddable":true,"href":"https:\/\/www.bu.edu\/hr\/wp-json\/wp\/v2\/pages\/647"}],"wp:attachment":[{"href":"https:\/\/www.bu.edu\/hr\/wp-json\/wp\/v2\/media?parent=703"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}} | | | | | | | | | | | | | |