The University of Arizona has announced a compensation investment program that will raise annual salaries for all benefits-eligible faculty, classified staff, and appointed professionals, and also elevate stipend levels for our graduate assistants and associates. Through this program, the University is demonstrating its commitment to increasing the competitiveness of our compensation and stressing the importance of recognizing the contributions of those who support the University’s success.
All benefits-eligible faculty, classified staff, and appointed professionals with hire dates on or before May 13, 2016 will receive a $500 increase to their base pay. The $500 increase will be pro-rated for those with less than a 1.0 FTE. In addition, units will be asked to provide their dean, vice president, or senior vice president with a proposal for allocating salary increases above the $500 amount, based on merit, market, and/or equity for employees with a hire date on or before January 1, 2016. Individuals with documented performance concerns will not be eligible for a salary increase.
Clinical faculty in the Colleges of Medicine (Tucson and Phoenix) will participate in the incentive-based program through their affiliation with Banner.
Frequently Asked Questions
- Q: Are graduate assistants and associates eligible for stipend increases?
- Q: What is the purpose of this stipend program?
A: This stipend increase program is a multi-year effort to raise graduate stipends to nationally competitive levels in order to attract outstanding scholars.
- Q: When will the graduate and assistant stipend increases be effective?
A: Graduate stipend increases will be effective August 15, 2016.
Faculty, Staff, and Appointed Professionals
- Q: Who is eligible for a salary increase?
A: All benefits-eligible employees who were employed on or before May 13, 2016 are eligible for a salary increase, but employees for whom unsatisfactory performance has been documented will not be eligible.
- Q: What is the purpose of this salary program?
A: This salary program is a multi-year effort to increase the competitiveness of our salaries and recognize meritorious performance. This is an essential strategy in attracting and retaining outstanding faculty and staff.
- Q: When will salary increases be effective?
A: Salary increases may be effective on or after the pay period that begins September 12, 2016. Salary increase recommendations submitted and approved by August 22, 2016 will appear in paychecks issued September 30, 2016.
- Q: Our unit provides written performance feedback at least annually, but does not issue performance ratings. Will I be eligible for a salary increase?
A: Performance ratings are not required for a salary increase, but employees for whom unsatisfactory performance has been documented will not be eligible.
- Q: Will increases be made to address market and equity concerns?
A: Once all eligible employees are provided with a $500 increase, units may use remaining funds to recognize contributions and address market and equity concerns.
- Q: How will allocation decisions be made within units?
A: Unit leaders are expected to develop guidelines and engage in a transparent process to explain the rationale for distribution decisions.
- Q: How will these salary increases be funded?
A: Increases will be funded from a combination of unit resources.
- Q: Will increases be available to employees funded with non-state and locally budgeted funds?
A: Yes; but units that have grant-funded positions will have up to one year to provide the expected salary increases to those individuals.
- Q: I received a market or equity-based salary increase recently. Will I be eligible for an additional pay increase?
A: All employees hired on or before May 13, 2016 must receive at least $500 regardless of past allocations, but employees for whom unsatisfactory performance has been documented will not be eligible.
Q: Our department has offered market or equity-based increases recently. How will this affect the salary allocation targets we received?
A: Salary increases made since January 1, 2016 may count toward the salary allocation target. However, departments must still provide increases of at least $500 to all employees hired as of May 13, 2016 except for those employees for whom there is documented unsatisfactory performance.
- A department with 42 employees receives a salary allocation target of $25,000.
- Two employees have documented unsatisfactory performance.
- The department provides 40 employees with $500 increases for a total of $20,000.
- The department provided market-based adjustments totaling $2000 in February of 2016.
- The department applies the $20,000 minimum adjustment and $2000 market-based adjustments to the salary allocation target and makes $3000 in additional merit, market or equity increases.
- Q: Are employees on a leave of absence status eligible to receive a salary increase?
A: Employees are eligible to receive an increase during a paid leave status. Eligible employees may receive an increase upon return to an active status if they are on unpaid leave at the time department/college increases are applied.