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How much do Harvard administrators make?

How much do Harvard administrators make?

The typical Harvard University Office Administrator salary is $64,471 per year. Office Administrator salaries at Harvard University can range from $51,828 – $86,164 per year.

What are the salaries at Harvard?

Salary Ranges

Grade Minimum Maximum
057 $ 69,100 $ 116,100
058 $ 79,000 $ 135,000
059 $ 92,000 $ 160,400
060 $ 109,200 $ 193,000

How much does the CEO of Harvard make?

Bacow earned $1,224,889 in 2019, his first full year as Harvard’s president, according to financial documents filed by the University earlier this month.

What are the four common components of a compensation package?

Components of employee compensation

  • Salary and wages. In a compensation package, these typically make up the single largest component.
  • Bonuses.
  • Federal/state pay requirements.
  • Long-term incentives.
  • Health insurance.
  • Life and/or disability insurance.
  • Retirement plan.
  • Time off.

How much does a Harvard psychologist make?

The average salary for a Psychologist is $91,877 per year in United States, which is 8% higher than the average Harvard University salary of $84,362 per year for this job.

Who is the highest-paid person at Harvard?

University provost Alan M. Garber earned $926,217 in total compensation in 2018, up from $880,900 the previous year, and Michael D. Smith, the former dean of the Faculty of Arts and Sciences, who stepped down in August 2018, earned $761,770, up from $730,382 the previous year.

Who is the highest-paid professor at Harvard?

William E. Bates Professor Emeritus at the Harvard Business School, where he has served as Senior Associate Dean, Director of Faculty Development, Chairman of the Executive Education Advanced Management Program, Chairman of the Finance Area, and Course Head for Finance in the first year of the MBA Program.

How does Harvard’s compensation program work?

Harvard’s compensation program is flexible in its application given differing business models among schools and departments, and is responsive to changing market conditions. Consultation to decision-makers throughout the University, including executive compensation reviews

What percentage of compensation is based on individual performance?

On average 29% of comp is based on individual performance and 71% on the performance of the organization (such as a division) or company. A firm’s culture and values will have an impact on the amounts tied to the two kinds of performance.

How would an executive compensation plan reward employees for taking risks?

Third the awards were based on a scale, and the targets and vesting schedules were set so that average performance resulted in minimal awards. However, under this plan executives would be rewarded for the risks they took because they could get more compensation sooner than they would have under a traditional approach.

What happens when compensation is not managed properly?

When compensation is managed carefully, it aligns people’s behavior with the company’s strategy and generates better performance. When it’s managed poorly, the effects can be devastating: the loss of key talent, demotivation, misaligned objectives, and poor shareholder returns.