Annual Pay Increases
Across-the-Board Increases
Each year as a part of the budgeting process, the college designates a salary increase pool, to be distributed on July 1, the first day of the new fiscal year. All regular employees are eligible for the college’s across-the-board salary increase.
Merit Increases
For merit increases in July 2025, if a regular employee started before January 1, 2025, they will also be eligible for a merit increase. Each year, every VP/dean is allocated a merit increase budget. Supervisors and directors nominate employees for merit increases and VP/deans review all the recommendations and then decide how to allocate their pools.
Merit increases are not guaranteed, and it’s not uncommon to receive a merit increase one year, but no increase or a smaller one the following year.
Merely doing your job well does not qualify for a merit increase, as this is the standard expectation for all Reed employees. Merit increases are reserved for those who consistently go above and beyond their job description in service to Reed and its students..
Criteria for merit increases:
- Must have met or made significant progress on individual goals.
- Must have met and performed job duties at a proficient or advanced level.
Other areas supervisor may consider for merit increases:
- Fostering equity and inclusion in their role on campus.
- Active and contributing member of the Reed community (i.e. committee work, search team participation, onboarding partner, good attendance, etc).
- Taking on significant new responsibilities during the past year.
Awarding merit increases is a process that can be particularly vulnerable to favoritism, a form of bias. Leaders responsible for granting merit increases must take deliberate steps to overcome their biases