Colgate’s compensation program provides salary and benefits that are competitive with the external labor market in order to attract, retain, and motivate a diverse, talented and effective staff.
The university’s pay program recognizes each staff member’s value and contributions by tying increases in compensation to job performance, and particularly by rewarding individuals who meet high performance standards, and differentiating between superior performers and others.
Summary information is included below. For more information, see the staff compensation policy which includes further details regarding:
- Market competitiveness
- Starting salaries
- Salary increases
Each administrative position at Colgate has its own salary range that is determined using data obtained through the annual College and University Professional Association for Human Resources (CUPA-HR) Administrative Salary Surveys. These data are supplemented by other available market data to ensure that the ranges are competitive.
Ranges are also created for positions that are unique to Colgate or for which no external data are available by comparing those positions to other Colgate positions with similar levels of responsibility and scope for which appropriate salary ranges exist.
The technical staff includes those positions that require specialized knowledge or skills acquired through experience or academic or vocational training such as computer programmers, technicians, and lab assistants.These positions are recruited from local and sometimes regional markets. Wages for technicians are market-based using data collected by a third-party consultant. The survey group includes our reference groups schools (many of these jobs are specific to higher education) as well as several local colleges and employers. The survey data is updated every three to five years and is used to set unique salary ranges for each position.
The technical staff pay system also includes a five-tier title and promotion structure. Merit is incorporated into the system by providing the opportunity for a "fast-track" promotion when a supervisor or department makes the case that based on exceptional contributions, learned skills, or taking on significant additional duties, a given technician should be promoted earlier than the five-year interval, but at no more frequent intervals than three years.
The Support Staff Career Progression Program is designed to provide career growth opportunities to staff members within their current jobs, to identify potential promotional opportunities, as well as to link pay opportunity to what individuals actually do on the job.
The foundation of this program is the Skill and Competency Model. The model establishes an individual's pay opportunity through an assessment of skills and competencies demonstrated on the job. This ensures that the attributes and behaviors of the staff member link with the requirements of the job.
Each support staff position has a skill band and a corresponding salary range
based on an assessment of the position. This will be reviewed annually, but will probably not change significantly unless the staff member demonstrates dramatically different levels or types of skills and competencies. Instructions
for Completing the Assessment Form and the Assessment Form
are available by calling human resources at 7411.
The starting wages, steps, and wage increases of this group are established by union contract. Contract-negotiated salary levels are informed by pay rates and increase percentages from local colleges also represented by SEIU Local 200 United (Syracuse University, Hamilton College, and St. Lawrence University). We also use other local published survey data that are available.