Merit Increases
Subject to legislative appropriations, the availability of funds,
approval by the Board of Trustees of State Institutions of Higher Learning,
and University administrator instructions, merit increases based on
documented work performance may be granted to eligible employees.
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Reclassifications
Periods during the fall and spring have been
designated as windows of time that positions may be assessed for purposes of
reclassification. These adjustments will become effective January 1 or July
1, whichever is appropriate. HRM will notify
departments of the period within which any position reassessments must be
considered.
Reclassifications must be initiated and justified by
the department/unit head and be endorsed by the responsible
administrator through the appropriate administrative channels. A
job is eligible for reclassification when its primary duties either increase
or decrease in scope and complexity and the position changes substantially by
more than 40% (2 days out of 5.) In other words, acquiring more of the
same type of work will not qualify a job for reclassification.
See Request for Salary
Adjustment: Staff Positions
for procedures for requesting reclassifications.
Salaries will be determined by the
department/unit head in consultation with the Department of Human Resources
Management.
Administrative Transfers
The transfer of an employee may be made administratively from one position
to another position within a unit or to another unit when it is considered
to be in the best interest of the University, or for better utilization of
the employee's skills and abilities.
See Request for Salary Adjustment:
Staff Positions
for procedures for requesting administrative
transfers.
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Equity
Adjustments
See Request for Salary
Adjustment: Staff Positions
for procedures in requesting an equity increase.
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Interim Assignment
It is expected that an employee will occasionally perform duties above and
below his or her grade or classification with no additional pay or reduction
in pay. If an employee primarily performs work at a higher grade over an
extended period of time, the employee should be
appointed to an interim position, and the following procedure would be
followed:
-
Employee must meet minimum qualifications of interim position.
-
An employee's new
salary is determined by the responsible administrator in consultation with the
Department of Human Resources Management.
-
A letter of
offer and acceptance to the employee outlining the interim assignment should be
attached to the Employment Action Form (EAF). The letter outlining the
assignment should explain the length of the assignment and that with the
conclusion of the assignment, the employee will be returned to their
original classification at their original salary. The EAF should be approved
by the appropriate Vice President(s) or Athletic Director through the
appropriate administrative channels.
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Additional
Compensation for Additional Services
The following are requirements for an exempt or non-exempt employee to be
eligible to receive additional compensation:
-
Additional services will in no
way interfere with the primary duties of the employee.
-
Payment must be at a reasonable
rate of pay for duties performed.
-
Non-exempt employees must be paid overtime for actual hours
worked over 40 unless an the employee undertakes, on an occasional or
sporadic basis and solely at the employee’s option, part-time employment for
the public agency which is in a different capacity from any capacity in
which the employee is regularly employed (29U.S.C. §207(p)(2)).
-
Exempt employees are paid a regular salary and are
not paid based on the number of hours worked. Exempt employment is a
professional relationship whereby employees are given the flexibility to
exercise professional judgment both in how and when the work is done. They
are expected to meet operational needs and are evaluated on results
achieved. Therefore, exempt employees do not normally receive extra
compensation. However, exempt employees may in limited
circumstances receive extra compensation from the University for work
performed outside the employee's department/unit.
Additional compensation for additional services must be
approved through the appropriate Vice President(s) or Athletic Director prior
to the employee performing additional services. The department/unit must
complete a
Request for Other University Employment Activity Form and submit it through the appropriate administrative
channels.
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Educational
Achievement
The University grants an
increase in annual salary, subject to the availability of funds, to employees
who become certified by a recognized and accredited certification program, or
who earn an associate's, bachelor's, master's, or doctoral degree. This
certification or degree must be in an academic discipline that is relevant and
related to the employee's current position and should enhance the employee's
ability to perform the duties of that position. If the completion of
certification or degree is a condition of employment, employees are ineligible
for additional compensation. In addition, employees must be in good standing
with the University, indicated by an overall rating of "satisfactory" or above
on the employee's most recent written performance appraisal. Should the
employee be unable to maintain certification, the original award will be
discontinued.
A request to increase
employees' salary based upon certification or an earned degree will adhere to
the schedule below, unless approved by HRM. Such requests will include a
supporting letter from the employee's department/unit head documenting the
request, an official transcript (if official transcript is not available at time
of request, a copy may be submitted and an official forwarded later) or
documentation indicating the date and type of certification and must be
submitted to the responsible administrator through the appropriate
administrative channels for approval. Copies of the approved request and
certified transcript and/or documentation must be submitted to HRM. All such
salary increases will be effective at the beginning of the fiscal year
immediately following the award of the certification or degree.
Procedure will be given in the budget instructions for
entering the appropriate increase. Employment Action Forms should only be sent to HRM in the
event that the increase was not entered into the budget module.
| Certification/Licensure |
$250 per year |
| Associate's Degree |
$250 per year |
| Certified Public Accountant |
$1000 per year |
| Professional Architect/Engineer |
$1000 per year |
| Bachelor's Degree |
$800 per year |
| Master's Degree |
$1000 per year |
| Doctoral Degree |
$2000 per year |
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