Annual Salary Increase Guidelines 2016-17

The staff salary pool is set at 2.0% for 2016-17 with an additional .4% reserved for providing market adjustments. We will be mailing salary notification letters in early June and new salaries will be effective July 1, 2016.  Pay increase decisions are based on two factors: an employee’s performance in 2015 and where their current pay falls within market reference range. The increase structure provides supervisors more discretion in rewarding performance.  Staff salary pool increases will be determined in two parts: a position in range increase (1.5% of the pool) and a merit increase (.5% 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 2.0% 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) will all be eligible for the same level of position in range increase. The position in range increase for strong performing employees in the mid-zone was set at 1.7% this year, which represents a 1% increase over annual inflation. 

2016-17 Position in Range Guidelines-1.5% Pool

Performance Score of: *Shortened
  1  2 3 Or 4 Or 5
Market Entry Zone - 0-33% 1% 0% .7% 1.8%
Market Mid Zone - 33.1-66% .7% 0% .5% 1.7%
Market Premium Zone - 66.1-100% .5% 0% .375% 1.2%
Above Max - 100.1%+ .0% 0% 0% .7%

*Individuals on extended leave without a performance review and individuals hired after August 1 have a shortened review period for 2015 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 decision is the merit pool of .5%.  Only employees with at least strong performance (3 or 4 or 5) are 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. 

Performance Category:

Suggested Merit
Increase %

3 - Strong Performance 0.0% - 0.5%
4 - Exceeded Expectations 0.33% - 1.25%
5 - Exceptional Performance 0.5% - 1.5%

The $100,000 or .32% reserved for market adjustments will be distributed using a priority order approved by the President’s Council in 2010.  All employees with strong performance or higher will automatically be brought to the minimum of their market reference range if their current pay falls below the new range minimum. Ranges were moved 1.9% this year in response to overall market movement. The remainder of the pool is distributed based upon both length of service/time in position and performance.  It is expected that multiple years of market adjustments will be necessary to bring all employees to the appropriate location within their market reference range based upon their personal performance and experience at the University.  Employees receiving market adjustments are also eligible for salary pool increases as outlined in the guidelines above.