#  Compensation 

 



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At FAS, compensation means more than just a base salary. We view compensation as a meaningful tool to attract and retain highly skilled and committed staff, and for employees to attain a well-rounded, balanced life. Thus, your compensation package incorporates the potential for variable pay as well as strong benefits which include work/life support and educational opportunities, now available for you to see at [My Harvard Total Rewards](https://harvardtotalrewards.ehr.com/default.ashx?CLASSNAME=WELCOME).

In addition to wages that match or surpass comparable employers, we offer a total compensation package that includes helping you to:

- ***Grow your money*** through wealth-building opportunities that enable you to save for a comfortable retirement.
- ***Keep more of your earnings*** through tax-deferred savings plans, health benefits, childcare scholarships and subsidies, tuition assistance, and a wide range of employee services and discounts.

View a full description of [Harvard's compensation practices](https://hr.harvard.edu/harvards-pay) and [salary grades and ranges](http://hr.harvard.edu/salary-ranges).



 

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##  FAS Staff Compensation Philosophy 

   ![Bridge and Dome](/sites/g/files/omnuum746/files/styles/hwp_1_1__360x360_scale/public/fas-hr/files/istock-140448992.jpg?itok=K-Kh8CG8) 

 

- Pay staff salaries that are competitive with external talent markets and the rest of Harvard to the extent possible within the financial constraints that impact FAS.
- Promote salary equity, fairness, and consistency throughout all FAS departments and units, for all occupational categories and levels regardless of funding type.
- Use strategic compensation analyses to provide a basis for equitable and consistent base salary decisions.
- Employee performance has a direct impact on compensation. Merit increases to base salary are assessed based on employee performance, and we recognize a portion of our strongest FAS talent with one-time Exceptional Performance Bonus awards and local bonuses.
- FAS HR's role is to provide the tools and guidance for effective compensation practices that support our organizational goals. **The FAS managers' role is to make the compensation decisions.**



 

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##  Additional Resources 

[ ![maria curcio and mark seibring discuss salary reviews](/sites/g/files/omnuum746/files/fas-hr/files/salary_review_video_thumbnail.jpg)

 ](https://www.youtube.com/watch?v=KqzodiZEmEI)Learn more by watching this brief [video about salary reviews](https://www.youtube.com/watch?v=KqzodiZEmEI).

[ ![MEPA](/sites/g/files/omnuum746/files/fas-hr/files/mepa_web_01.jpg)

 ](https://www.youtube.com/watch?v=bzBQMOP21IM)Take a moment to watch a short [video to help you understand what MEPA means for you](https://www.youtube.com/watch?v=bzBQMOP21IM).



 

##  MEPA Information Resources 

 



  [### Information on the Massachusetts Equal Pay Act (MEPA) for FAS Hiring Managers

 ](https://hr.fas.harvard.edu/file_url/528) 

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   [### Information on the Massachusetts Equal Pay Act (MEPA) for FAS managers

 ](https://hr.fas.harvard.edu/sites/g/files/omnuum746/files/fas-hr/files/mepa_for_fas_managers_v9_7_dec_2018.pdf) 

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