Purpose
The purpose of the Hiring Bonus Program is to enhance the School of Education’s (SoE) ability to be competitive in the market and attract and hire qualified candidates.
Eligibility
Any new employee who is hired from an open recruitment in the employment categories listed below is eligible to receive the hiring bonus.
Employee Categories This Applies To:
- Academic Staff
- University Staff
- Limited Appointees
This Does Not Apply To:
- Faculty
- Post-Retirement Rehires
- Student Assistants
- Student Hourlies
- Grad Assistants
- Fellows
- Employee-In-Training
- Zero-dollar and Lump Sum Appointments
- Internal Recruitments
- Waiver Hires
- Temporary Employees
Criteria To Offer Hiring Bonus
Hiring bonuses are not meant to be regularly provided during recruitment, rather to be used in situations with unique circumstances such as the ones outlined below.
- Traditionally hard to source positions
- When there is a limited available candidate pool
- When there is a clear finalist and their salary request is above our salary target and/or range
- The candidate would lose a bonus opportunity by leaving their current employer
- Amount offered can be up to 15% of the proposed starting salary
Approval
- Immediately consult with HR to discuss options if the need to offer a bonus is identified during the recruitment. The need for a hiring bonus is entered in the justification of the recruitment when it is determined as a need in the process.
- The justification should include the reason for the hiring bonus (refer to the criteria listed in the policy).
- Partner with Finance to ensure the amount can be achieved via the department budget.
Payment and Claw Back Provisions
- The employee will receive the full hiring bonus within the first two pay periods after their start date.
- If the employee leaves the position within 12 months of hire, the employee will be required to repay a prorated amount of the hiring bonus amount. A claw back provision outlining this in further detail is included in the offer letter.