Boston College's compensation and performance management programs are designed to attract and retain qualified individuals and to motivate them to perform at a high level. The Compensation Office conducts ongoing assessments of relevant external markets and establishes pay policies and practices that reflect a competitive position in those markets. On an individual basis, salaries reflect employees' qualifications, skills, performance, competitiveness with the appropriate market, and internal equity. Boston College offers competitive salaries combined with best-in-class benefits, generous paid time-off, access to education and professional development, and a dynamic campus experience with abundant cultural and recreational opportunities, forming a highly attractive total rewards package.

The Compensation Office provides the following services: 

  • Design, implementation, and administration of compensation and performance management programs which includes the annual merit review process and the establishment of competitive hiring ranges
  • Competitive market analyses through participation in salary surveys and analyses of external data
  • Job documentation, analysis and classification of staff positions to ensure compliance with the Fair Labor Standards Act (FLSA) and Massachusetts Equal Pay Act
  • Consultation on organizational and job design
Jeremy Brault

Jeremy Brault


Caroline Cullen

Caroline Cullen

Senior Compensation Analyst


Luis Nuñez

Luis Nuñez

Compensation Administrator/Analyst

Job Classification Overview

The Boston College compensation program utilizes a classification system in which each job is reviewed based on information provided in a role description. The analysis of a job considers requirements such as knowledge of the area, problem-solving, organizational breadth, accountability, and required skills and experience. This information is evaluated in the context of internal equity and competitiveness with the appropriate job market. Based on the results of this analysis, each position is assigned an appropriate market reference point (MRP).

The job classification process is initiated for:

  • the creation of a new position  
  • a significant change (increase or decrease) in the key responsibilities of a position 

Performance Management Program


  • Promote and support the development and application of the talents of individual employees within a diverse workforce
  • Promote and build upon continuous dialogue regarding performance between supervisor and employee
  • Enable employees to understand and evaluate their work in relation to the work of the department as a whole
  • Promote the alignment of employee work goals with department and University goals
  • Provide the opportunity for employee and supervisor to identify performance attributes/competencies that objectively appraise work performance
  • Assist employees in developing new knowledge and skills by setting professional development goals and encouraging ongoing discussion about progress made


General Compensation FAQ