Salaries & Awards
The
Compensation Group provides services and advice on employee salaries
and other forms of cash compensation to assist Laboratory managers
and Human Resources staff in hiring, classifying, compensating, and
rewarding employees. The group seeks to ensure that the compensation
system is administered in a fair manner and that all employees have
an understanding of the compensation program.
The
Laboratory can succeed in attracting, retaining, and motivating a
qualified staff to achieve its mission by offering an attractive
total rewards package consisting of base salary, variable pay,
benefits, quality of work life, and development and career
opportunities. The Laboratory endeavors to provide salaries and
variable pay that are competitive, equitable, and effective in
recognizing and rewarding employee contributions.
To ensure
competitive compensation, the relevant external labor market is
monitored and formally analyzed each year. The relevant external
market consists of other research institutions and general industry
employers with whom we compete for qualified employees.
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
compensation 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 compensation according to how employees meet
those expectations.
Cash compensation consists of
both base pay and variable pay in the form of bonuses, awards, and
incentives. These recognize performance beyond base pay for both
long term and short term exceptional accomplishments in all areas of
work.
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
decisions are made in accordance with Brookhaven National
Laboratory's Equal Opportunity and Affirmative Action Policy
Statement pertaining to HR practices.
Last Modified: June 24, 2011
Please forward all questions about this site to:
Elizabeth Gilbert
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