This fiscal year, 2019-20, the aggregate salary increase pool is two percent. This means that overall salary increases (inclusive of any combination of merit, promotion and equity adjustments) within a unit may not exceed the salary pool.
Merit increases should remain within the departmental budgeted salary pool. Any merit increase at or above four percent will need a written justification memorandum signed by the department head and budget officer submitted to Human Resources. Employees whose overall rating falls in the lower two rating categories of slightly below standards or below standards are not eligible for a merit increase per the Annual Performance Review Process Procedure.
A completed Performance Management Outline must accompany all staff employees’ merit reviews. This outline is needed even if a merit increase has not been awarded.
As in previous years, individual staff salaries must fall within the salary grade range, and employees being promoted must have a salary at least equal to the range minimum.
Please refer to the following HR Staff Policies for more information:
- Annual Performance Review Process Policy
- Annual Performance Review Process Procedure
- Staff Salary Policy
- Staff Salary Changes, Other Than As Part of the Annual Performance Review Process Procedure
- Salary Review Addendum
Internal Equity Considerations
Equity Reviews may be requested for an employee if his/her salary is low in comparison to others doing the same or similar work within the university. The review is initiated by a supervisor by completing the Request for Equity Review of Salary.
The Compensation department reviews and compares educational and experience levels of other employees in similar jobs/salary grade. Normal Evaluation time is 5 business days. Approved increases are effective on the first of the next month.
Additional Project Request Procedure
If an employee is assigned additional project work or reassigned to another position in a higher or lower salary grade for more than 30 days, the salary may be adjusted to be in line with the interim position for the duration of the interim assignment. These types of assignments will be reviewed with Compensation for approval prior to the scheduled work (assignment).
- The department must submit an Additional Pay Request Form to the Compensation Office for approval prior to the scheduled work assignment. The request should include the employee's name, current supervisor and department, the proposed project and duties, project manager and proposed payment amount. Employees are generally limited to interim pay not to exceed the maximum salary increase amount in effect at the time interim pay is provided.
- The Compensation Office will review the project and appropriate payment methods within the federal wage and hour law and will work with the department to establish an approved payment plan.
- The documentation will be placed in the employee's personnel file in the Department of Human Resources.
- It is the employee’s responsibility to discuss the additional work with the current supervisor and ensure that it does not interfere with their regular, primary job.
- The employee may begin work once the approvals and consent are confirmed in the Compensation Office.
- The department will submit a payment request in HCM per the approved payment plan.
- From the HCM payment requests, the Compensation Office will review the employee's personnel file to verify and approve the payment.