Compensation

ORNL's goal is to compensate every employee fairly, to ensure consistency across the lab, and to be transparent regarding our decision making. Compensation varies somewhat among three employee groups: monthly salaried staff, weekly staff, and hourly staff.

Hourly staff are paid according to a bargaining unit contract and not covered in further detail here.

Core Principles of Compensation

1. Fairness

   All jobs provide market-competitive pay and balance internal and external factors. Staff are paid fairly and equitably among like roles.

2. Impact

   Some jobs and skills have a higher impact on, and alignment with, our goal of being a premier research institution.

3. Differentiation

   Top performers are recognized with top compensation.

4. Consistency

   The same standards and performance guidance apply across the lab and all job categories. The target base salary for staff members who meet expectations is the 50th percentile (median) of their job band.

5. Accountability

   Strong performance is rewarded, weak performance is addressed, and higher pay comes with higher expectations.

6. Transparency

   ORNL’s compensation philosophy and practices are visible to all staff members, including policies, guidelines, structures, and job descriptions.