Priority will be given to keep the ranges and rates competitive to the market each year. If additional resources are available, department leadership will be given a pool of money to distribute (with guidelines) to supplement increases from steps 1: Role and 2: Individual.
While this step of discretion is important, as it allows additional nuance to be added to individual rates of pay by their functional leadership that is closest to the work, there will always be guardrails set across the institution to ensure that this flexibility and discretion is also balanced with equity and consistency across the institution.
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