FREQUENTLY ASKED QUESTIONS ABOUT FY2013-14 STAFF INCREASES
Does the university always use all of the staff salary pool increase to provide a general salary increase to each eligible staff member?
No. The funding available for salary increases is recommended by each year’s Budget Task Force, considered by the president, and then forwarded to the board of trustees for approval. Because the funding and overall conditions change from year to year, the allocation plan approved by the president may change accordingly to best address circumstances and strategic objectives. During some years, some or all of the pool increase may be used for merit, market and/or equity increases.
Do other universities typically award salary increases in this way?
Each organization chooses an approach to salary increases based on its resources, policies, and culture. Some organizations award general increases only, some award performance-based increases only, and some award flat-dollar or step increases only. In some years, organizations are not able to offer salary increases at all. This year, we are awarding the same general increase to all eligible staff to recognize the efforts of all staff across campus during the past year.
What role does the staff senate compensation committee play in making recommendations to the university?
The staff compensation committee is appointed by the staff senate to present a proposal for staff compensation for approval to the senate, which is then presented to the Budget Task Force for their consideration. After the university budget has been approved by the board of trustees, the committee submits a proposal recommending the distribution of funds available for staff salary increases first to the senate for approval and then to Human Resources.
This year the staff compensation committee proposed to Human Resources that the one percent staff salary increase pool be distributed as a one percent general salary increase. The committee’s proposal was included in the overall proposal that Human Resources presented to the president’s cabinet. After receiving the president’s approval on how the salary increase pool will be distributed, Human Resources met with the staff senate compensation committee to share the information and answer questions.
What does it mean to be performing below expectations?
Staff members who have been or will be formally apprised of below-expected job performance may not receive the general increase. This includes staff placed on notice of possible termination of employment through the performance review process, a formal performance development plan, or other form of written corrective action. Decisions about these uncommon circumstances will be made by the department head and the division cabinet member in consultation with Human Resources.