FY 2024 Salary Increase Program Guidance

Contents

Quick Information
Guidelines
Step-by-Step Process
Support Documents
Frequently Asked Questions

 

Your college or division is invited to submit proposed plans for the FY 2024 Salary Increase Program. 

The University's annual salary increase program helps ensure that our colleges and divisions remain competitive in recruiting and retaining staff and faculty. Increases will be effective with the start of each fiscal year.

UPDATES: FY 2024 Program

  • 2025 Program: The Financial Action Plan includes eliminating the FY 2025 Salary Increase Program and reevaluating in future years. We recognize that the Salary Increase Program is an important tool in keeping the University competitive in recruitment and retention. Human Resources will work with University executive leadership to reinstate the program as soon as possible moving forward.
  • FY 2024 Program: This page contains historical information about the FY 2024 Salary Increase Program, which has concluded.

Quick Information

Overview

No less than 4% of your college/division's total salary pool in FY 2023 should be set aside to fund the FY 2024 Salary Increase Program.

Increase Categories

  • Across-the-board increases
    General increases provided to all eligible staff and faculty.
  • Merit increases
    Provided to recognize individual contributions.

Not Included

  • Minimum wage increases
    Must be accounted for before across-the-board and merit increases. (Review Minimum Wage FAQ)
  • Bring-to-minimum increases
    Must be accounted for before across-the-board and merit increases. (Review Minimum Wage FAQ)
  • Market data-based updates
    Will be applied after across-the-board and merit increases. (Review External Market-Data Review FAQ)

2023 deadlines and timeline

  • March 27: College/division plans submitted to SVPs for approval
  • April 7: Plans approved by SVPs
  • April 10: Finalize department/unit planning
  • April 17 (or as soon as plan is approved): Departments and units can begin submitting FY 2024 MSS Salary Increase Event requests in UAccess Employee
  • May 12: Deadline for all requests to be approved by appropriate workflows and submitted to Workforce Systems
  • July 1 (Fiscal and employees on 9 pay 12) / Aug. 14 (Academic): Salary increases become effective
  • July 14 (Fiscal and employees on 9 pay 12) / Aug. 25 (Academic): New salary amounts reflected in paychecks

Review the Process section for more information.

Guidelines

Key Expectations

Across-the-board increases provided to all eligible staff and faculty
An amount equal to or greater than 2.5% of total FY 2023 personnel salaries of eligible staff and faculty should be used to support these general increases.

Merit-based increases limited to top performers
An amount equal to or greater than 1.5% of total FY 2023 personnel salaries of eligible employees should be used to recognize exceptional employees. It is recommended that these merit increases be given to approximately 33% of your college/division's staff and faculty. Colleges/divisions may wish to give merit increases to a different percentage of their team. That request should be detailed in the plan submitted to their SVP for review and approval.

Approval required for more than 10% increase
Increases for any individual employee above 10% of base should be detailed in the plan submitted to your SVP for review and approval.

Employee Eligibility

Included

  • Benefits-eligible and non-benefits-eligible faculty and staff.
  • Graduate assistants and associates. Please see FY24 GA Annualized Program Rate Adjustments (PDF) for a separate process for this group.
  • Staff and faculty who were actively employed as of Aug. 15, 2022.

Excluded

  • Student workers.
  • Clinical faculty and residents.
  • Employees with multi-year contracts that have language that excludes them from a university annual increase program (typically athletics head coach positions).
  • Employees with FTE of 0.025 or less.

Step-by-Step Process

Please follow the process below, noting important dates and deadlines.

1. Develop a written plan

College and division leaders should develop a short written plan (no more than two pages) that describes how your college or division's proposed salary increase program complies with each of the Guidelines listed above.

Notes:

  • The written plan should include all departments and units within the college/division.
  • Increases above the recommendations detailed in the Guidelines section can be considered, but they will require explanation and may or may not be approved by the SVP.

2. Submit a plan to SVP by March 27

The finalized plan must be emailed to your SVP for review and approval.

3. SVP approves plan by April 7

SVPs will notify college and division leaders of approval.

4. Access the "FY 2024 Salary Increase Program" report in UAccess Analytics

Once you have received approval, you will need to access the FY 2024 Salary Increase Program report in UAccess located under Employee, then Compensation, to finalize your department or unit planning. Follow the instructions included in the report.

Be sure to consider all Salary Increase Program increases, Promotion, and Tenure status changes, 9 pay 12 enrollment and withdrawals, extensions, end dates, and stipends, sabbaticals, and leaves.

5. Submit requests in UAccess Employee (Requests must be approved and submitted to Workforce Systems by May 12)

The MSS Salary Increase Event guide (PDF) provides instructions on initiating and approving salary increases via the Salary Increase Event Request in UAccess Manager Self-Service (MSS).

Important: Your department or unit's submission should include all increases that take effect July 1, which includes increases related to the FY 2024 Salary Increase Program in addition to the July 1 minimum wage and related bring-to-minimum increases (Learn more about the July 1 minimum wage increase).

6. Salary increases take effect July 1 (Fiscal) and Aug. 14 (Academic)

Increases will be reflected in the July 14 (Fiscal) and Aug. 25 (Academic) paychecks.

IMPORTANT: Retroactive adjustments will not be permitted, and any late submissions to Workforce Systems in Step 5 will be effective in a later pay period.