As the University of Arizona announced on Feb. 27, colleges and divisions will implement the FY 2026 Salary Increase Program to continue to invest in our talented workforce
The university's annual Salary Increase Program helps ensure not only that the university remains competitive in recruiting and retaining staff and faculty, but that employee efforts to advance our academic, research and engagement missions are recognized.
Please review the Salary Increase Program page for general guidelines, ground rules and terms related to this annual program.
Lean on your Human Resources team
College and division leaders, you do not need to navigate planning and strategy related to salary increases alone. Set up a meeting with your HR generalist team to get started.
Quick Information
Overview
Each college and division received funding as part of their FY 2026 budgets (calculated from institutional base salary) to administer the Salary Increase Program.
Funds provided for Salary Increase Program
- 2.25% of the salary pool of eligible faculty.
- 2.75% of the salary pool of eligible staff.
Key notes:
- Some percentage of the provided funds should be used for merit.
- Provided funds cannot be used to address pay equity, compression nor for any categories on the Pay Increase Guidelines page.
- Colleges and divisions may contribute more funds within their expenditure authority for salary increases. The guidelines on this page do not apply to those decisions. Please consult with your HR team for strategic guidance.
FY 2026 Timeline and Deadlines
Aug. 15: Deadline to submit distribution methodology to the Provost and the Chief Financial Officer.
Aug. 22: Deadline to receive approval on distribution methodology.
Aug. 26: Deadline to submit detailed distribution plan to HR.
Sept. 29: Increases take effect.
Oct. 1: FY Q2 begins.
Oct. 17: Increases appear in employee paychecks.
Review the Process section for details.
Guidelines
Developing the Plan
Work with your HR generalist team
Each college and division can work with their HR generalist team to develop a distribution methodology and detailed distribution plan that is in alignment with compensation best practices, internal fair pay practices and college or division goals and plans.
Funds are to be used for across-the-board and merit increases
Provided funds may not all be used for a general, across-the-board increase. Some percentage is expected to be used for merit increases. Provided funds may not be used for any other type of increase.
Employee Eligibility
Included in FY 2026 program
Benefits-eligible and non-benefits-eligible faculty and staff who:
- Have a pre-increase institutional base salary of less than $250,000 annually.
- Were actively employed at the University of Arizona as of July 1, 2025.
- Meet any additional parameters defined by the college or division.
Graduate assistants and associates. Please contact Rachel Nielsen (rnielsen@arizona.edu) or Julie Treanor (treanorj@arizona.edu) at the Graduate College for details.
Excluded from FY 2026 program
- Senior vice presidents, vice presidents, vice provosts and deans.
- Employees with an institutional base salary of $250,000 or more annually.
- The four categories outlined on the Salary Increase Program page.
Step-by-Step Process
The university's annual Salary Increase Program is a keystone component of your college's or division's holistic pay practice strategy. Engage with your expert HR team throughout the process to help optimize your plan to consider strategic direction, internal fair pay practices, objective performance evaluations and other pay increase levers at your disposal.
College and division leaders will submit their distribution methodology to the Provost and the Chief Financial Officer. Please follow any direction communicated by your Senior Vice President.
Contact your business office, SVP, the office of the Chief Financial Officer or the office of the Provost for details.
The Provost and the Chief Financial Officer will review your distribution methodology and either approve or provide feedback.
You will receive a response no later than Aug. 22. Please submit your distribution methodology as early as possible to expedite responses.
The detailed distribution plan contains the specific elements needed to execute the distribution methodology. This will include your college's or division's decisions regarding merit increases, who will be included in general increases, impact on other planned transactions and any other relevant details or decisions.
It is expected that the detailed distribution plan aligns with and reflects your approved distribution methodology. Once your plan is finalized and submitted to your HR team, HR will process the changes for implementation.
Detailed plans must be finalized with HR by Aug. 26 to ensure changes can be processed and implemented to take effect Sept. 29.
Colleges and divisions are responsible for notifying their employees of their salary increases. Work with your HR team for guidance.
Tools
HR recommends that employees receive a written memo for their records notifying them of the details of their increase prior to the changes appearing in their paychecks on Oct. 17.
Frequently Asked Questions
Yes, if the increase occurred before July 1, 2025. This includes employees who received an increase due to the minimum wage and feathering increases that took effect June 23.
The promotion should be accounted for before or after the Salary Increase Program. Please include this information in your detailed distribution plan.
Employees may be excluded if they have not met expectations and for whom performance concerns have been documented since the start of the calendar year. Please include this information in your detailed distribution plan.
Each college or division should account for an increase based only on the employee's position within their area.
As long as the employee was actively employed at the University of Arizona prior to July 1, 2025, they are eligible for the FY 2026 Salary Increase Program. If the employee transferred to a new college or division and they meet all other eligibility criteria, then their new college or division is responsible for their increase.
No.
Please contact your financial officer for guidance.
You may also visit Research & Partnership's Salary and Wages page, or email Sponsored Projects at sponsor@email.arizona.edu for guidance on individual proposals and awards.