What is Boston College's pay philosophy?

BC's pay philosophy targets the mean of the defined competition.

What is the current Minimum Wage?

The Massachusetts Minimum Wage is currently $14.25/hour, effective January 1, 2022.

When do I get paid?

Members of the professional administrative staff are paid on the 16th of the month for work performed that month (except in cases where the 16th falls on a Saturday or Sunday, at which time payments are made on the Friday prior to the 16th). Office, clerical and service staff are paid on the last working day of the week for work performed the previous week.

What is a market reference point (MRP)?

A market reference point (MRP) is assigned to each position. It is derived from the average actual paid salary in the external labor market according to salary survey data or, if benchmark data is not available, on comparisons with benchmarked positions. 

How are salary ranges determined?

Each position has a salary range based on its MRP. The salary range for each position can be calculated by multiplying the MRP by 80% to arrive at the range minimum and by 120% to arrive at the range maximum. For example: Position X has an MRP of $40,000:

Minimum of salary range = $40,000 * .80 = $32,000
Maximum of salary range = $40,000 * 1.20 = $48,000

The salary range is then $32,000 to $48,000.

How can I find out the MRP for my position?

You may contact the Compensation Office.

How are hiring ranges determined?

The hiring range, for job posting purposes, is the range minimum to the MRP. In the example above, the hiring range would be $32,000 - $40,000.

How are starting salaries for new hires determined?

The hiring department, in consultation with Human Resources, reviews the candidate's qualifications and experience and also looks at the current salaries of comparable positions to ensure internal equity.

How can I get a copy of my Role Description?

You can ask your supervisor or contact the Compensation Office for this document.

What if my Role Description isn't up-to-date?

Role Descriptions detail a position's key responsibilities. You should review your Role Description annually with your supervisor during your performance appraisal. If substantial changes have occurred and he/she agrees that an additional review by the Compensation Office is warranted, he/she will need to revise the role description and secure approval from the division/school head and/or division/school administrator who will forward the updated Role Description to the Compensation Office for review.

What is the difference between an exempt and a non-exempt position?

The Fair Labor Standards Act (FLSA) determines which positions are classified as exempt and non-exempt. An exempt position is exempt from the overtime pay provisions of the FLSA, the employee must be paid on a salaried basis, and must perform work duties that the FLSA defines as exempt based on his/her major job functions. A non-exempt position is eligible for overtime pay and the employee must be paid the prevailing minimum wage.

What happens if I work more than my normal workweek as a non-exempt employee?

Non-exempt staff are eligible for payment for extra/overtime hours worked at the request of the supervisor at times when workloads or unusual circumstances make it necessary. Whenever possible, the extra hours will be offset by allowing the employee an equivalent number of hours off during the same pay period so that the total hours worked will not exceed 40 in a week. "Compensatory time" for extra/overtime hours is not permitted to be carried over to subsequent weeks. Extra hours worked between regulary scheduled hours and 40 per week are compensated at the regular hourly rate; overtime hours beyond 40 in a week are compensated at one and one-half times the regular rate.

How do managers initiate a request to create or modify a position?

Through the position management process, supervisors work with the Compensation Office to create new positions, modify existing or vacant positions, change reporting relationships, or increase/decrease hours worked. Departments must provide a brief but clear explanation that supports the change being requested, which will be reviewed by the HR liaison, division/school head, and the Compensation Office to determine feasibility, classification, and funding.

What is a performance appraisal?

As part of the overall Performance Management Program, the formal performance appraisal is a summary of the year-long communication between supervisor and employee. The appraisal normally occurs annually in March.

Who is eligible for a performance appraisal?

A performance appraisal should be prepared for each employee who has completed the new hire probationary period (i.e., exempt professional/administrative employees hired on or prior to December 1, and non-exempt technical, clerical, and Dining service employees hired prior to February 1) and has a scheduled review date of June 1. 

When am I eligible for a performance appraisal if I recently transferred to a new department?

Employees who transferred to another department after January 1, should be reviewed by their previous supervisor. The completed appraisal document and a merit increase recommendation should then be forwarded to the employee's current supervisor.

How is a performance appraisal done?

The supervisor and the employee should jointly decide the most effective method of completing and reviewing the appraisal forms. In some instances, the supervisor may first complete the form and then provide it to the employee for completion; or each may complete a separate form to be compared and discussed during the appraisal session. Appraisal tips for the supervisor and appraisal tips for the employee will assist you with preparing for a successful and productive appraisal discussion. 

When should performance appraisals be completed?

They should be completed during March and April. Please see the Yearly Calendar for Implementing Performance Management in order to learn how the performance appraisal fits with the overall Performance Management Program.

The performance of new employees is reviewed at the end of the official probationary period, that is, after six months of employment for exempt employees and four months of employment for non-exempt employees. Probationary reviews provide an opportunity for the supervisor and the employee to determine the appropriateness of continued employment for the employee and to discuss performance and areas for further development.

Who is eligible for a probationary salary increase?

Exempt employees hired between December 2 and May 31 and non-exempt employees hired between February 1 and May 31 are not eligible for the annual merit review. Instead, they are eligible for a salary increment in conjunction with their probationary review.

What if I have a question that isn't listed here?

Further questions regarding general compensation practices may be directed to the Compensation Office by phone at 617-552-3184.

GPS Research Publications

The CEPI provides unbiased guidance and resources for issuers, service providers and auditors. These research efforts build the GPS library.

The Institute for Legislative Action (ILA) is the lobbying arm of the NRA. Established in 1975, ILA is committed to preserving the right of all law-abiding individuals to purchase, possess and use firearms for legitimate purposes as guaranteed by the Second Amendment to the U.S. Constitution.

ILA’s ability to fight successfully for the rights of America’s law-abiding gun owners directly reflects the support of NRA’s 5 million members—a number that has more than tripled since 1978. When restrictive “gun control” legislation is proposed at the local, state or federal level, NRA members and supporters are alerted and respond with individual letters, faxes, e-mails and calls to their elected representatives to make their views known.

A place to explore new creative opportunities and advance your skills, the School of Continuing and Professional Studies offers a taste of the Pratt experience in an approachable and flexible format. From workshops to semester-long courses, in person or virtually, you’ll learn from leading Pratt faculty, create connections across disciplines, and earn digital credentials for select programs—all fueled by the latest technology and studio environments.  

We, the members of the IEEE, in recognition of the importance of our technologies in affecting the quality of life throughout the world, and in accepting a personal obligation to our profession, its members and the communities we serve, do hereby commit ourselves to the highest ethical and professional conduct and agree:

I. To uphold the highest standards of integrity, responsible behavior, and ethical conduct in professional activities.

1. to hold paramount the safety, health, and welfare of the public, to strive to comply with ethical design and sustainable development practices, to protect the privacy of others, and to disclose promptly factors that might endanger the public or the environment;

2. to Strengthen the understanding by individuals and society of the capabilities and societal implications of conventional and emerging technologies, including intelligent systems;

3. to avoid real or perceived conflicts of interest whenever possible, and to disclose them to affected parties when they do exist;

4. to avoid unlawful conduct in professional activities, and to reject bribery in all its forms;

5. to seek, accept, and offer honest criticism of technical work, to acknowledge and correct errors, to be honest and realistic in stating claims or estimates based on available data, and to credit properly the contributions of others;

6. to maintain and Strengthen our technical competence and to undertake technological tasks for others only if qualified by training or experience, or after full disclosure of pertinent limitations;

II. To treat all persons fairly and with respect, to not engage in harassment or discrimination, and to avoid injuring others.

7. to treat all persons fairly and with respect, and to not engage in discrimination based on characteristics such as race, religion, gender, disability, age, national origin, sexual orientation, gender identity, or gender expression;

8. to not engage in harassment of any kind, including sexual harassment or bullying behavior;

9. to avoid injuring others, their property, reputation, or employment by false or malicious actions, rumors or any other verbal or physical abuses;

III. To strive to ensure this code is upheld by colleagues and co-workers.

10. to support colleagues and co-workers in following this code of ethics, to strive to ensure the code is upheld, and to not retaliate against individuals reporting a violation.

Adopted by the IEEE Board of Directors and incorporating revisions through June 2020.

Changes to the IEEE Code of Ethics will be made only after the following conditions are met:

• Proposed changes shall have been published in THE INSTITUTE at least three (3) months in advance of final consideration by the Board of Directors, with a request for comment, and  
• All IEEE Major Boards shall have the opportunity to discuss proposed changes prior to final action by the Board of Directors, and  
• An affirmative vote of two-thirds of the votes of the members of the Board of Directors present at the time of the vote, provided a quorum is present, shall be required for changes to be made.

The Heartland Institute is one of the world’s leading free-market think tanks. It is a national nonprofit research and education organization based in Arlington Heights, Illinois. Its mission since its founding in 1984 is to discover, develop, and promote free-market solutions to social and economic problems.

We are an “action tank” as well as a “think tank,” and we measure our success by the impact we have in the real world. The Heartland Institute plays an essential role in the national (and increasingly in the international) movement for personal liberty and limited government. We are the pipeline between the freedom movement’s leading writers and thinkers and the nation’s 8,400 national and state elected officials.

Because we are effective, we have been the subject of unfair criticism and even libel by various liberal advocacy groups, elected officials, and even Wikipedia. Please see the “Reply to Our Critics” page where we answer our critics and set the record straight. We hope you will defend us, when you can, in the comments fields of websites that defame us and in conversations with friends and colleagues.

Who We Are

A staff of 27 works with a seven-member Board of Directors, some 2,000 donors, some 500 academics and professional economists who serve as Policy Advisors, and a dozen senior fellows.

What We Do

The Heartland Institute is a nonprofit organization recognized as a tax-exempt charity under Section 501(c)(3) of the Internal Revenue Code.

We focus on issues in education, environmental protection, health care, budgets and taxes, and Stopping Socialism. Heartland sends four monthly policy newspapers – Budget & Tax News, Environment & Climate News, Health Care News, and School Reform News – digitally and in print (for HCN) to every national and state elected officials in the United States and thousands of civic and business leaders. We also produce books, policy studies, booklets, podcasts, and videos.

In 2022, Heartland spokespersons appeared in print, online, or on broadcast media 4,957 times with a combined print circulation of 197.6 million. Heartland’s podcasts recorded several hundred thousand downloads, and our videos were viewed 3.4 million times on YouTube, Facebook, and Rumble.

Heartland has hosted 15 International Conferences on Climate Change and two America First Energy Conferences since 2008 attended by more than 5,500 people. 

History of The Heartland Institute

The Heartland Institute was founded in Chicago in 1984 by David H. Padden (1927 – 2011) and Joseph L. Bast. Padden served as chairman and CEO for the organization’s first ten years and then as a member of the Board of Directors until his passing in 2011. Bast served as executive director during those first ten years and then as president and CEO ever since.

A detailed history of The Heartland Institute can be found here. In 2005, Heartland Institute President Joseph Bast wrote a two-part history of Heartland. They can be found here and here. Two videos also have been produce telling the story of Heartland’s founding and growth over the years. The first video, below, was created in 2009 to celebrate Heartland’s 25th anniversary, and the second video, also below, captures a presentation in 2016 by Joseph Bast on the organization’s founding, mission, and programs.

Heartland Liberty Prize

The Heartland Liberty Prize is an award given to persons who have made outstanding contributions to the cause of freedom and deserve recognition. The prize dates back to 1994, when it was given to Walter Williams and John Stossel at The Heartland Institute’s tenth anniversary benefit dinner.

Since then, 25 individuals have received the award, among them Nobel Laureate Gary Becker, Cato Institute president Ed Crane, economist Richard Epstein, civil rights leader Lee Walker, Acton Institute Founder Fr. Robert Sirico, climate scientist S. Fred Singer, journalist and author M. Stanton Evans, Leadership Institute Founder Morton Blackwell, television host Glenn Beck, journalist James O’Keefe, and civil rights activist Yeonmi Park.

View the award ceremonies in 2022, 2021, 2019, 2018, 2016, 2015, and 2014.

Heartland Liberty Prize Winners

Darcie Jones, a fifth-year mechanical engineering major from Reading, Pa., is this year’s Student Government president, representing more than 19,000 students on RIT’s Henrietta and overseas campuses. There were four sets of candidates this year, the most in latest history. This year’s Student Government vice president is J.T. Lapham, a fourth-year biochemistry major from Queensbury, N.Y.