Reed aims to pay staff at a rate that is competitive with what they could earn at a similar institution and at the same time is fair when considering what others at Reed earn. Thus both external equity and internal equity are considered in setting pay at Reed. The overriding factor, however, is Reed's annual budget.
In order to achieve equity, Reed follows simple, sensible compensation practices. It is HR’s role to advise supervisors, directors, and vice presidents about how best to follow these practices, although HR does not make decisions about pay.
Reed typically doesn’t negotiate pay. When we make a job offer, we put our best foot forward and offer the top of what we can afford to pay, rather than leave room for negotiation. Whether or not someone is a good negotiator should not be a factor in their pay.
Compensation, when combined with our generous benefits, paid time off, professional development opportunities and quality of work life, is both fair and competitive at Reed.