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Pay Adjustments

PER-3.05 May 1, 1992 Pay Adjustments

*****This policy's salary related provisions have been revised as of July 1, 2010.*****

See Salary Administration Policy Changes under Items of Interest.

 

I. POLICY AND/OR OBJECTIVE

Subject to the Board of Trustees' funding in the annual or amended budget, adjustments may be made in the classification structure and individual employee compensation. Pay increases shall normally become effective July 1, or at other times as determined by the university.

 

II. STRUCTURAL MOVEMENT

Each year the university will make a determination regarding the movement of the classification structure. This determination will be based upon:

  1. the percentage of change within the classification structures of benchmark or appropriate labor markets;
  2.   
  3. the current competitive status of the university's salary ranges to include minimums, midpoints, and maximums; and
  4.   
  5. the financial means of the university.

  

III. AVERAGE PERCENTAGE INCREASES FOR EMPLOYEES

Each year the university will decide the amount, if any, to be given to employees for salary adjustments. This increase will reflect the available dollars to fund both general and performance increases and will take into account the same criteria stated above.  Following the establishment of the annual average increase percentage, a determination will be made regarding the amount of the funds allocated to general increases and performance increases. 

  1. General Increases

    The general increase amount is normally given to all classified and/or professional/administrative employees so long as the resulting base pay is not above maximum or below minimum. An employee whose performance is considered unsatisfactory is not eligible for a general increase except as required to comply with the established minimum.

  2.   
  3. Performance Increases

    1. Performance increases awards shall be recommended by the supervisor, subject to approval by the vice president/dean. Human Resources and the Office of Budget and Planning will promulgate the guidelines and timelines for distribution of performance increases each fiscal year. Each regular employee may be considered for a performance award in accordance with the guidelines established for performance awards.

    2. Adjustments to an employee's base pay will be limited to the maximum of each pay range. Any compensation beyond the maximum for the pay range must be based on performance. Such compensation will be paid in one payment and will not be included in the employee's base pay. Such compensation requires the approval of the Vice President for Human Resources.

  

IV. SPECIAL ADJUSTMENTS

Special increases may be granted during the fiscal year in recognition of exceptional market factors and internal equity. Such increases require the approval of the Vice President for Human Resources.

  

V. PAY INCREASES UPON PROMOTION

  1. When an employee is promoted, the unit head may request a promotion increase normally not exceeding eight percent (8%) beyond the employee's current salary or pay rate or to the minimum of the pay range for the new classification, whichever is greater. Promotional increase in excess of the above may be authorized by the Human Resources Department based on training, education and experience as provided in Section PER 2.05, Promotions. The promotion increase may not be above the maximum of the pay range for the new classification.
  2.   
  3. Promotion increases are not retroactive, but will become effective on the date of the promotion following appropriate approvals.

 

VI. PAY INCREASES UPON RECLASSIFICATION

  1. A pay increase based on promotion resulting from reclassification occurs when the position which an employee occupies is assigned to a different class in a higher pay grade. The reclassification and pay increase will become effective with the first day of the pay period closest to the implementation date established by the university.
  2.   
  3. The appointing officer may request an increase not to exceed eight percent (8%) beyond the employee's current salary or pay rate, or to the minimum of the pay range for the new classification, whichever is greater. The increase may not be above the maximum of the pay range for the new classification.

  

VII. PAY UPON DEMOTION

Upon demotion, the individual's salary will be reduced at least to the maximum of the new salary grade. Rate on demotion is reviewed on a individual basis and must be approved by the Vice President for Human Resources.

 

VIII. PAY UPON TRANSFER

A transfer normally will be made at the same rate of pay, but not below the minimum rate for the class to which the employee is transferred. In no case shall a transfer be made at a higher rate of pay.

 

 

 
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