A compensation freeze is in effect in all University divisions, colleges and units through the end of the fiscal year, June 30, 2024. During the compensation freeze, no salary adjustments can be made unless they meet the exceptions below.
The compensation freeze affects:
- Incumbent reviews
- New Other Professional Services (OPS) and supplemental compensation decisions
- Retention offers
- Additional duties
- Off-cycle merit
Exceptions - Compensation Freeze
Please contact the Senior HR Partner for your college/division to discuss exception needs and receive individualized support or ask questions regarding specific scenarios.
Exempt
- Promotion & Tenure increases associated with promotion of faculty.
- Positions that are 50% or more funded from sponsored projects or restricted funding (more information in FAQ below).
Exceptions Requiring Approval
The following compensation adjustments may be made only with approval from a Senior Vice President, the interim Senior Vice President for Business Affairs and Chief Financial Officer, the Interim Senior Vice President for Academic Affairs and Provost and/or the Senior Vice President and Chief Human Resources Officer.
- Retention packages (salary only) if approved by an SVP.
- Retention packages (items in addition to salary) if approved by an SVP and the interim SVP for Business Affairs and CFO.
- Additional salary associated with change in duties if approved by the interim SVP for Academic Affairs and Provost, the SVP and CHRO and the interim SVP for Business Affairs and CFO.
- Salary increases associated with a staff promotion if approved by the SVP and CHRO and the interim SVP for Business Affairs and CFO.
- Incumbent Reviews if approved by the SVP and CHRO and the interim SVP for Business Affairs and CFO.
How to Request Exception Approval
SVPs manage exceptions for their college/division. Please follow the guidance distributed to your teams as each college/division may have its own internal process to secure and document all relevant SVP approvals.
Exceptions will be reported and documented for Human Resources through the normal UAccess transaction processes. SVPs or their designees will be added as an approver step.
The Workforce Systems team will reach out if there is something missing on a request.
Frequently Asked Questions - Compensation Freeze
Added - Jan. 26, 2024
Restricted funding sources include externally funded gifts, grants, contracts and awards. The specific fund groups included in the exemption are:
- AG-Agency
- DR-Designated Service Centers
- EN-Endowment
- LN-Loan
- OR-Other Restricted
- SP-Sponsored Projects
Sub-Fund Groups Within DE-Designated
- BAACS-Banner Affiliation Agreement Clinic Services
- BAAF-Banner Academic Funds Flow
- BANSUP-Banner Supplemental Agreements
- BAPT-Banner Pass-Through
- BCME-Banner Continuing Medical Education
- MEDPRG-Medical Education and Residency Program
Added - Jan. 26, 2024
Please contact the Senior HR Partner for your college/division to discuss individualized situations and expand on the approaches suggested below.
Communication
People join organizations for different reasons. Although salary is important, it usually isn’t the only thing someone might value. Think about how supervisors can increase their efforts to get to know what each team member values beyond salary and explore how the University and the unit meets, or can meet, those values.
In addition, supervisors can use one-on-ones and team meetings to keep employees informed and connected. Be transparent with team members about what you don’t know while ensuring you hear their concerns. Work with employees to clarify priorities and job scope to alleviate anxiety.
It is also important for unit leaders to check in with managers/leaders within the unit. Research shows one of the top contributing factors to employees choosing to leave is leadership. During this challenging time, consider the support given to leaders that allows them to support their teams.
Flexible work
Following the Flexible Work Initiative in 2022, the University published guidance, resources and ideas for implementing various types of flexible work. In a University-wide survey, 92% of respondents who experienced a flexible work arrangement agreed or strongly agreed that it increased their morale and job satisfaction. Review the Flexible Work Guidelines and Resources page for complete information.
Rather than adding more to a person’s or team’s workload, explore how you might reduce the number of expected projects or programs you currently offer. Similarly, look for opportunities to collaborate with other units to improve efficiency.
Employee recognition
Celebrating positive work and contributions, length of service and even personal milestones and achievements can improve workplace culture and retention. Review the Employee Recognition page for ideas.
Professional development
Evaluate the opportunities team members have to grow. Now may be a good time for supervisors to review last year’s Career Conversations goals and ensure they are creating pathways to achieve their team members' stated goals.
Review the past few issues of our Professional Development Newsletter for specific ideas, including curated LinkedIn Learning course suggestions:
Please contact the Senior HR Partner for your college/division to discuss individual situations to help ensure titles continue to align with job duties and compensation.
Situations outside of the scenarios listed in the “Exempt” category must follow the exceptions process (as outlined by your college/division SVP) to move forward while the freeze is in effect.
Added - Feb. 28, 2024
Approved compensation exception requests should be made effective the pay period immediately following the approval.
Do you need more assistance?
- Staff hiring scenarios: Senior HR Partner
- Faculty hiring scenarios: Office of the Provost
- Graduate assistant/associate hiring scenarios: Graduate College
- Managing your requisition in Talent: Main Campus | University of Arizona Health Sciences