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2018 Salary Increase Program - FAQs

In August 2017, Andrew Comrie, Senior Vice President for Academic Affairs and Provost, and Gregg Goldman, Senior Vice President for Business Affairs and CFO, announced an annual merit increase program for benefits-eligible employees (faculty, classified staff, and appointed professionals) and graduate assistants and associates. The University delayed distributing program guidelines until a thorough review of student enrollment figures for the academic year 2017-2018 was complete. While the University's non-resident enrollment numbers are lower than anticipated, we will move forward with this year’s merit increase program in order to recognize the contributions of those who support our University’s success.

Additional information and instructions will be provided to all senior vice presidents, vice presidents, deans, department heads, and directors.

Answers to frequently asked questions can be found below.

Graduate Assistants/Associates

Are graduate assistants and associates eligible for stipend increases?

Yes.

What is the purpose of this stipend increase program?

This stipend increase program is a multi-year effort to raise graduate assistant and associate stipends to nationally competitive levels in order to attract and retain outstanding scholars.

When will the graduate assistant and associate stipend increases be effective?

Graduate assistant and associate stipend increases will be effective January 1, 2018.

When are graduate assistant and associate stipend increase plans due to the Graduate College?

Plans should be submitted to the Graduate College as soon as possible, but no later than by October 27, 2017. A response should then be returned within 2 days of a submission, but no later than November 3, 2017.

Faculty, Staff, And Appointed Professionals

Who is eligible for a salary increase?

All benefits-eligible employees who were employed as of December 31, 2016, and who meet performance expectations are eligible for a salary increase.

Are employees guaranteed a minimum merit-based salary increase (e.g., $500)?

No.

Will all employees who meet eligibility requirements receive a salary increase this year?

Not necessarily. Decisions will be made by the immediate supervisor and all decisions are subject to the approval of the Dean and Vice President in the organization.

What is the purpose of this merit increase program?

This merit increase program is a multi-year effort to increase the competitiveness of employees’ salaries and to recognize meritorious performance. This is an essential strategy in attracting and retaining outstanding faculty and staff.

When will salary increases be effective?

Salary increases may be effective on or after the pay period that begins January 1, 2018. Salary increase recommendations submitted and approved by November 26, 2017, will be reflected in paychecks issued January 19, 2018.   

Our unit provides written performance feedback at least annually, but does not issue performance ratings. Will our employees be eligible for salary increases?

Performance ratings are not required in order to receive a salary increase, but employees for whom unsatisfactory performance has been documented will not be eligible for an increase. 

Will salary increases to address market and equity concerns be allowed?

Units may use funds outside of the allocated funds to recognize contributions and address market and equity concerns.

Will the Adaptive Planning tool accommodate market and equity adjustments?

Yes.

How will the salary adjustments be loaded into Manager Self Service?

Salary adjustments will be fed directly from Adaptive Planning once they have been approved.  The exception will be salaries that include components of pay.  These will need to be entered through UAccess Manager Self Service Job Change.

How will these salary increases be funded?

Academic units will use RCM allocations and other sources.  Administrative units will be funded from Institutional Assessment dollars and other sources.

Will salary increases be available to employees funded with non-state and locally budgeted funds?

Yes. Units with grant-funded positions will have up to one year to provide salary increases to those employees.

Are employees on a leave of absence status eligible to receive a salary increase?

If employees have worked or been on sabbatical during 2017, they may be eligible for a salary increase.

Some of our employees have recently received a merit-based salary increase. Are we required to offer these individuals an additional merit-based increase?

No. Merit increases made since January 1, 2017, count toward the minimum allocation target.

How will allocation decisions be made within units?

Unit leaders are expected to develop guidelines and engage in a transparent process to explain the rationale for distribution decisions.

Adaptive Planning

I've never used Adaptive Planning before. How can I learn how to use this tool?

You have two options to learn more about the Adaptive Planning tool:

  1. University Information Technology Services (UITS) hosts an online training (requires Flash to be enabled). The training provides a hands-on experience, walking you through some examples, clicking through the system, and entering dummy data. 

    Please note, while the training does not use WebAuth, you will still log in using your NetID and password.
  2. You can also download a step-by-step training guide in PDF format.


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