Salaries and Awards

• Compensation Staff
• Compensation Group's Mission
• BNL Compensation Philosophy
• Compensation Related Training
• Salary and Wage Ranges and Job Descriptions
• Past Award Recipients

      SBMS Subject Areas

• Salary Administration
• Awards & Bonuses
• Roles, Responsibilities, Accountabilities, and Authorities (R2A2)
   

Compensation Staff
 

	Robert Kelly,  x3782 Manager, Compensation Gail O'Hern, x2874  Supervisor, Salary Administration  Mary McGrath, x2815  Senior Human Resources Representative
(L to R) - Gail O'Hern, Robert Kelly & Mary McGrath

Compensation Group's Mission

The Compensation Group provides services and advice on employee salaries and other forms of cash compensation to assist Laboratory managers and HR Division staff in hiring, classifying, compensating, and rewarding employees.
 

BNL Compensation Philosophy

The Laboratory can succeed in attracting, retaining, and motivating a qualified staff to achieve its mission by paying competitive and equitable salaries and recognizing and rewarding employee contributions

The Laboratory values and rewards employee contributions that align with the Laboratory's mission and the employee's assigned role. The Laboratory values teamwork and the added benefit of collaborative efforts, as well as employees' commitment to the mission of the Laboratory. 

Employee salary levels are intended to recognize both an employee's role and their performance within that role. The Laboratory values an employee's role according to two primary criteria: 

• what other employers pay for similar work,
• the responsibility and job knowledge required compared to other BNL jobs. 

Performance relative to each employee's role is judged according to the expectations that managers communicate to employees. Managers administer employee pay according to how employees meet those expectations. 

Laboratory managers at all levels impact the effectiveness of employee compensation in helping to fulfill the Laboratory's mission through their involvement in defining jobs, communicating performance expectations, and evaluating and rewarding performance. 

To ensure that the Laboratory treats employees in accord with societal and customer expectations, Laboratory compensation policies, as well as all Human Resource polices, comply with federal and state employment regulations and laws and DOE requirements.

Compensation Related Training

• New Supervisors Orientation (1 hour of six 1/2 day program)
• Salary Review Workshop for Supervisors (2 1/2 hours)
• Goal Planning and Appraising Job Performance (1 day)
• PeopleSoft Plan Salaries
  
  PeopleSoft Plan Salaries training is offered to authorized Salary Review users. The training is made available each year at the start of the annual Salary Review in early November. It prepares the user to enter proposed salary actions, approve system entries, track overall increase expenditures against allocations, and print reports that show the current status of proposed actions and overall expenditures.

Last Modified: February 22, 2008

One of ten national laboratories overseen and primarily funded by the Office of Science of the U.S. Department of Energy (DOE), Brookhaven National Laboratory conducts research in the physical, biomedical, and environmental sciences, as well as in energy technologies and national security. Brookhaven Lab also builds and operates major scientific facilities available to university, industry and government researchers. Brookhaven is operated and managed for DOE’s Office of Science by Brookhaven Science Associates, a limited-liability company founded by Stony Brook University, the largest academic user of Laboratory facilities, and Battelle, a nonprofit, applied science and technology organization.

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