Annual Salary Increase Guidelines 2018-19

The total staff salary pool was set at 3.0% for 2018-19 with an additional .54% reserved for providing market and range adjustments. We will mail salary notification letters June 8th and new salaries will be effective July 1, 2018.  Pay increase decisions are based on two factors: an employee's performance in 2017 and where their current pay falls within market reference range. The increase structure provides supervisors more discretion in rewarding performance.  Staff salary pool increases are determined in two parts: a position in range increase (2.25% of the pool) and a merit increase (.75% of the pool) determined at the discretion of the supervisor or vice president. 

The first and primary portion of the salary increase decision is the position in range increase which accounts for 75% of the 3.0% salary increase pool.  The Position in Range Increase Guidelines use an employee's overall performance score and position within market reference range to determine an appropriate increase. Employees with strong performance or higher (3 or 4 or 5) were eligible for the same level of position in range increase. The position in range increase for strong performing employees in the entry and mid-zone was set at 2.4% this year, which exceeds the annual rate of inflation.  Please remember that the total pool is 3%-most strong employees will receive increases close to 2.4% with higher increases distributed based on equity and performance factors.

2018-19 Position in Range Guidelines-2.25% Pool

Performance Score of: *Shortened
Review
Period
  1  2 3 Or 4 Or 5
Market Entry Zone - 0-33% 1.5% 0% 1.0% 2.4%
Market Mid Zone - 33.1-66% 1.5% 0% .75% 2.4%
Market Premium Zone - 66.1-100% 1.25% 0% .5% 2.2%
Above Max - 100.1%+ 1% 0% 0% 1.8%

*Individuals on extended leave without a performance review and individuals hired September 1st or later have a shortened review period for 2017 performance. Thus, the salary pool increase range for this group of employees has been designed to fall slightly below the salary pool due to reduced tenure in position.

The second portion of salary increase decisions is the merit pool of .75%.  Only employees with at least strong performance (3 or 4 or 5) were eligible for a merit increase. It is expected that all employees receiving scores of 4 or 5 will receive merit funds while a smaller percentage of employees with strong performance will receive merit. Managers have the flexibility to determine an appropriate merit increase as long as the departmental salary budget remains within established budget parameters. The Merit Increase guidelines provide a range of suggested merit increases based upon an employee's performance category.  

2017-18 Merit Increase Guidelines-0.75% Pool

Performance Category:

Suggested Merit
Increase %

3 - Strong Performance 0.0% - 0.75%
4 - Exceeded Expectations 0.5% - 1.5%
5 - Exceptional Performance 0.5% - 2.0%

The $180,000 or .54% reserved for market or range adjustments is distributed using a priority order approved by the President's Council in 2010.  184 employees, or almost 25% of staff, received a market adjustment.  Market adjustments averaged $959 but the actual amount per employee is based upon individual circumstances.   All employees with strong performance or higher were automatically brought to the minimum of their market reference range if their current pay falls below the new range minimum. Ranges were moved 2.4% this year in response to overall market movement. The remainder of the adjustment pool was distributed based upon both length of service/time in position and performance.  Employees receiving adjustments remained eligible for salary pool increases as outlined in the guidelines above.