harvard medical school research assistant salary

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Salary Ranges

Salary grades at harvard.

Every staff position has a grade level. Local HR offices administer the compensation system for employees in their units, evaluating jobs and determining the grade of each position based on professional knowledge, skills, required education and experience and job responsibilities; Harvard benchmarks; and the complexity and scope relative to other University positions.

Administrative and professional positions: Every professional, nonunion position is classified by a job grade from 55-64. Benchmarks are developed by the Harvard Human Resources Compensation and local HR offices, with a position’s grade reflecting factors such as scope and impact of decision-making, budget management and resource generation, supervisory/management responsibility and planning.

Clerical and technical positions: Clerical and technical jobs, including HUCTW staff, are classified in job grades 47-56. Generic position descriptions for each grade are available. Service and trade roles are classified in job grades 01-43. These jobs have been determined to be eligible for overtime pay under the Fair Labor Standards Act (FLSA).

Salary ranges at Harvard

Salary ranges within each pay grade are based on qualifications, skills, experience, equity in comparison to similar positions, and external market values. Salary ranges allow for differences among positions within the same grade as well increasing levels of responsibility and performance within the same job.

The salary ranges in the table below reflect base salaries paid for all positions at a given grade across the University. Typically a new hire can expect a starting salary somewhere in the lower part of the range. The amount will vary based on the position and the candidate’s relevant experience. No employee will be paid below the minimum.

FY25 Salary Ranges: Effective July 1, 2024  for administrative and professional, non-bargaining unit employees:

Effective July 1, 2024  for HUCTW members:

For grades 047-056, the ranges reflect a 35-hour workweek.

Note: For some positions in these grades scheduled to work a 40-hour workweek, the ranges are adjusted accordingly.

2022 – 2025 HUCTW Wage Table

Salary range information for grades 047-064 covers clerical/technical and administrative/professional positions. Salaries for services/trades positions are governed by union contracts, which vary across units.

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If you have questions about compensation, consult your  local HR office .

Paycheck questions can also be directed to Payroll at 617-495-8500 (option 4) or [email protected] .

Salary and Extra Compensation

(revised 2/8/2024)

Salaries for First Appointment

In 2009, the School formally adopted the NIH/NRSA stipend guidelines as the minimum salary for Harvard Chan School postdoctoral research fellows. These guidelines are based on years of postdoctoral experience, and are also used as a baseline for setting salaries for other annual appointees.

In January 2024, the Harvard Chan School voted to raise the minimum annual postdoctoral fellow salary to $65k, which will officially go into effect on July 1, 2024. Following this decision, all future School salary guidelines will be adjusted annually to coincide with changes to the most recent NIH/NRSA stipend guidelines and can be found on the NIH/NRSA salary guideline webpage . Departments have the discretion to set the minimum at or above this threshold. In order to offer competitive salaries, departments and PIs are encouraged to pay postdocs and other researchers as generously as they are able, while being mindful of equity within their groups and more broadly.

In order to offer competitive salaries, departments and PIs are encouraged to pay postdocs and other researchers as generously as they are able, beyond the NIH guidelines, while being mindful of equity within their groups and more broadly.

All new appointees will receive an offer letter from OFA that states their annual salary; the offer letter must be signed and returned by the appointee before their appointment is approved.

Salary Increases

Salary increases occur annually, on July 1.  Salaries for postdoctoral research fellows must be adjusted annually to minimally meet the NIH guideline levels for their years of postdoctoral experience.

Extra Compensation

Extra compensation is defined as an unusual, nonrecurring, and extraordinary payment for Harvard work that falls entirely beyond the normal, regular job assignment. Extra compensation should not be used as a regular supplement to an individual’s salary nor as a means to pay overtime. Repeated requests for extra compensation for the same activity may be denied. All requests for extra compensation must be approved by Faculty Affairs. If a department wishes to provide a bonus to an appointee, we ask that you provide some information in your request that includes, but not be limited to, the notable achievements demonstrating exceptional performance, the connection between the bonus and success in specific research projects, purpose of the bonus in supporting academic growth and how the bonus motivates and contributes to retaining talent.

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Harvard Medical School Salary for Research Associate BETA

What is the average salary for a Research Associate at Harvard Medical School in the United States? Based on our data, it appears that the optimal compensation range for a Research Associate at Harvard Medical School is between $55,176 and $72,982, with an average salary of $63,822. Salaries can vary widely depending on the region, the department and many other important factors such as the employee’s level of education, certifications and additional skills.

DISCLAIMER: The salary range presented here is an estimation that has been derived from our proprietary algorithm. It should be noted that this range does not originate from the company's factual payroll records or survey data.

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Harvard Medical School Overview

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What skills does a person need at harvard medical school.

At Harvard Medical School, specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.

• Clinical Research: Clinical research is a branch of healthcare science that determines the safety and effectiveness (efficacy) of medications, devices, diagnostic products and treatment regimens intended for human use. These may be used for prevention, treatment, diagnosis or for relieving symptoms of a disease. Clinical research is different from clinical practice. In clinical practice established treatments are used, while in clinical research evidence is collected to establish a treatment.
• clinical trial: Clinical trials are prospective biomedical or behavioral research studies on human participants designed to answer specific questions about biomedical or behavioral interventions, including new treatments.
• Products and Services: Knowledge of the full array of our organization's products and services including those that are created for internal customers; insight into the differentiating factors that distinguish them from those of competitors.
• Problem Solving: Analyzing and identifying the root cause of problems and applying critical thinking skills to solve problems.
• Patient Care: Patient care refers to the prevention, treatment, and management of illness and the preservation of physical and mental well-being through services offered by health professionals.

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