Changes to Tuition Remission Eligibility, Professional Staff Salary Ranges, and Hiring Practices
Dear Colleagues,
As you know and are most likely noticing in your departments, the COVID-19 pandemic has precipitated a dramatic shift in the labor market that has greatly increased competition for top talent, not just in higher education, but across the board. To better compete in this environment while strengthening the University’s commitment to being one of the best places to work in the region, Drexel Human Resources is pleased to announce the following changes to our tuition remission policies, salary ranges for professional staff, and hiring practices.
Tuition Remission: Shortened Waiting Periods for Eligibility
Drexel’s Tuition Remission policies, both for faculty and professional staff and for their family members, have been revised to shorten the waiting periods before new employees and their dependents can begin to access this valuable benefit. The changes, effective September 1, 2022, are as follows:
- Tuition Remission for Faculty and Professional Staff – The waiting period before new employees can take advantage of this benefit has been shortened from one year to 90 days, allowing new hires to start nurturing their academic and professional growth sooner.
- Tuition Remission for Family Members – Following one year of employment, dependents can begin to access remission at 20 percent per year up to five years, when they will be eligible for 100 percent.
Updated Salary Ranges for Professional Staff
To keep Drexel’s compensation program for professional staff competitive with industry standards, HR’s Compensation team recently conducted a routine market assessment of the University’s salary grade structure. As a result of this assessment, professional staff salary ranges were increased by 4 percent effective August 1, 2022. HR’s Salary Structure webpage has been updated to reflect the new salary ranges, and any employees whose salaries fell below the new minimum for their grade had their salaries adjusted effective August 1. Per Drexel’s compensation philosophy and guidelines, professional staff members must be paid at least the grade minimum designated for a role.
Enhancements to Hiring Practices
In today’s tight labor market, it is imperative for the University to make a strong pitch to prospective faculty and professional staff by clearly articulating the value of a Drexel career, and to be proactive in recognizing and adapting to changing norms in the industry. To these ends, Drexel Human Resources has implemented the following enhancements to our hiring practices:
- Updated Job Posting Verbiage: All future position postings will lead with a revised “About Drexel” section that better communicates to prospective applicants Drexel’s mission, vision and shared values, and sets us apart from other institutions and potential employers.
- Adoption of Education Equivalency Standard: At a time when Drexel has committed to building a culture of inclusion and equity, it no longer makes sense to limit job opportunities to applicants with a bachelor’s degree – we must also take experience into account when hiring. Effective immediately, all postings for professional staff positions include an Education Equivalency Standard (e.g. a posting that previously stated, “bachelor’s degree required,” now states, “bachelor’s degree or equivalency required”).
- Drexel’s Total Package – Detailed for Finalist’s Offer: In order to better convey Drexel’s total offer, which includes not only salary but also our impressive benefits package, finalists will now be provided with a flip-book style brochure highlighting Drexel’s greatest employee benefits and affirming the University’s shared values, as well as a one-page Total Compensation Statement that adds the estimated value of employee benefits to the finalist’s salary offer, similar to what is provided to Drexel employees every year in DrexelOne.
The new policy changes, salary ranges and marketing strategies outlined in this message are part of Drexel’s Human Resources’ broader strategy to effectively address industry trends and labor market challenges in order to recruit and retain top talent who share our commitment to Drexel’s mission, vision, and shared values. If you have any questions or feedback about these changes, please feel free to consult your HR Business Partner.
Thank you,
Megan Weyler
Senior Vice President and Chief Human Resources Officer