Pay Practices

Base Salary Increases

Counter Offer

How does it work?

Applied to salary of an employee to compete with external job offer.

Guidelines based upon University policies, procedures, and practices

Applied in the form of an increase to base salary. Increase may be given up to the external offer but should not exceed the maximum of the job classification pay range. External offer letter required with salary adjustment request. Salary determination may vary by Division. Approval from appropriate VP required.

Department Responsibility

Department submits ePAF+ transaction with pay change, selects "Counter Offer" as reason and provides comments. Department provides counter offer letter and/or memo for verification to Compensation/Classification. Consult Division Budget Manager for availability of funds.

Merit Pay

How does it work?

Rewards employees for sustained superior performance as measured by pre-established goals.

Guidelines based upon University policies, procedures, and practices

Awarded in the form of an increase to base salary as approved by the department and Compensation/Classification. The increase in salary must be equitable and consistent with past pay practices. Employees receiving this pay should have an above performance standards (USPS) or above satisfactory (A&P) rating or better on their previous year's performance appraisal and have completed any required probationary period. Justification must accompany salary increase request. Approval requirements and salary determination may vary by Division. During times of budget constraints, pay changes and/or additives may be approved as less than recommended or requested.

Department Responsibility

Department submits ePAF+ transaction with pay change, selects "Merit Pay" as reason and provides comments. Department provides justification memo for verification to Compensation/Classification. Additional information may be required. Consult Division Budget Manager for availability of funds.

Development Pay

How does it work?

Rewards employees for achieving meaningful growth milestones such as competency development from related education, advanced training or degrees related to their position's current job responsibilities.

Guidelines based upon University policies, procedures, and practices

Awarded in the form of an increase to base salary as approved by the department and Compensation/Classification. The increase in salary must be equitable and consistent with past pay practices. Consult with Compensation/Classification regarding approved verification documentation. Justification must accompany salary increase request. Approval requirements and salary determination may vary by Division. During times of budget constraints, pay changes and/or additives may be approved as less than recommended or requested.

Department Responsibility

Department submits ePAF+ transaction with pay change, selects "Development Pay" as reason and provides comments. Department provides justification memo for verification to Compensation/Classification. Additional information may be required. Consult Division Budget Manager for availability of funds.

Increased Responsibilities

How does it work?

Recognizes employees for the permanent assignment of increased level of responsibilities that fall within the scope of their position's current job classification OR reclassification of a position to a different job classification with an increased level of responsibilities.

Guidelines based upon University policies, procedures, and practices

Awarded in the form of an increase to base salary as approved by the department and Compensation/Classification. The increase in salary must be equitable and consistent with past pay practices. Justification must accompany salary increase request. Approval requirements and salary determination may vary by Division. During times of budget constraints, pay changes and/or additives may be approved as less than recommended or requested.

Department Responsibility

Department submits ePAF+ transaction with updates to position description content items and pay change, selects "Increased Responsibilities" as pay change reason and provides comments. Additional information may be required. Consult Division Budget Manager for availability of funds.

Market Adjustment

How does it work?

Salary adjustment to address market conditions outside of the University

Guidelines based upon University policies, procedures, and practices

Awarded in the form of an increase to base salary as approved by the department and Compensation/Classification. Information on market conditions should originate from Compensation/Classification. Market information and source(s) must be submitted with salary adjustment request. Approval requirements and salary determination may vary by Division.

Department Responsibility

Department consults with Compensation/Classification prior to submitting ePAF+ transaction. Based on recommendations, Department submits ePAF+ transaction, selects "Market Adjustment" as reason and provides comments. Additional information may be required. Consult Division Budget Manager for availability of funds.

Pay Equity

How does it work?

Salary adjustment to address compression issues within the University.

Guidelines based upon University policies, procedures, and practices

Awarded in the form of an increase to base salary as approved by the department and Compensation/Classification. Information on internal equity should originate from Compensation/Classification. Internal equity information and source(s) must be submitted with salary adjustment request. Approval requirements and salary determination may vary by Division.

Department Responsibility

Department consults with Compensation/Classification prior to submitting ePAF+ transaction. Based on recommendations, Department submits ePAF+ transaction, selects "Pay Equity" as reason and provides comments. Additional information may be required. Consult Division Budget Manager for availability of funds.

Additional Pay/One-Time Pays

Performance Bonus

How does it work?

Monetary bonus to recognize and reward employee for significant performance or a contribution to a special project over a limited time period based on pre-established goals.

Guidelines based upon University policies, procedures, and practices

Awarded as a lump sum payment based on predefined criteria as approved by the Department and Compensation/Classification. The payment must be equitable and consistent with past pay practices. Justification must accompany the performance bonus request. Approval requirements and salary determination may vary by Division. During times of budget constraints, pay changes and/or additives may be approved as less than recommended or requested.

Department Responsibility

Department submits justification memo and Additional Pay Form to Compensation/Classification. Consult with Compensation/Classification before submitting.

Certification/Licensure

How does it work?

Pay that rewards an employee for receiving certification, recertification or licensure as related to the employee's current job classification.

Guidelines based upon University policies, procedures, and practices

Awarded as a lump sum payment on a schedule based on predefined criteria as approved by the department and Compensation/Classification. The payment must be equitable and consistent with past pay practices. Assignment of certification/licensure pay may be up to one year. Consult with Compensation/Classification regarding approved verification documentation. Justification must be provided. Approval requirements and salary determination may vary by Division. During times of budget constraints, pay changes and/or additives may be approved as less than recommended or requested.

Department Responsibility

Department submits appropriate verification documentation to Compensation/Classification. Once qualified, Department submits an Additional Pay Form with justification in attached memo.

Temporary Duties

How does it work?

Pay that recognizes the temporary assignment of responsibilities that fall within or outside the scope of an employee's current job classification.

Guidelines based upon University policies, procedures, and practices

Awarded as a lump sum payment on a schedule based on predefined criteria as approved by the Department and Compensation/Classification. The payment must be equitable and consistent with past pay practices. Temporary assignment of duties and temporary duties pay may be up to one year. Justification must accompany the temporary duties request. Approval requirements and salary determination may vary by Division. During times of budget constraints, pay changes and/or additives may be approved as less than recommended or requested.

Department Responsibility

Department submits request to Compensation/Classification for verification of responsibilities. If verified, Department submits an Additional Pay Form with justification in attached memo. Additional information may be required.

Intermittent Shift Differential

How does it work?

Payment that may be applied to an employee whose position is intermittently assigned to work majority of hours outside of day shift (6 AM to 6 PM). See University Policy & Procedures.

Guidelines based upon University policies, procedures, and practices

Awarded in the form of additional pay as approved by the department and Compensation/Classification. Intermittent shift pay differential is in increments of 5%, 10% or 15% (health professionals). Employee's position must be eligible to receive shift pay differential for an employee to receive the pay.

Department Responsibility

Department verifies employee's position is eligible to receive shift differential. If eligibility is not noted on position description, Department submits ePAF+ transaction to add shift pay eligibility on the position. Once position description is noted as eligible, Department submits Workgroup Change form to Employee Data Management to change employee's workgroup to allow time reporting for shift pay.

Pay Additives

Regular Shift Differential

How does it work?

Payment that may be applied to an employee whose position is regularly assigned to work majority of hours outside of day shift (6 AM to 6 PM). See University Policy & Procedures.

Guidelines based upon University policies, procedures, and practices

Awarded in the form of additional pay as approved by the department and Compensation/Classification. Generally, regular shift pay differential is in increments of 5% for the evening shift (6 PM to 12 AM) and 10% for the night shift (12 AM to 6 AM). Employee's position must be eligible to receive shift pay differential for an employee to receive the pay.

Department Responsibility

Department verifies employee's position is eligible to receive shift differential. If eligibility is not noted on position description, Department submits ePAF+ transaction to add shift pay eligibility on the position. Once position description is noted as eligible, Department submits Additional Pay Form to Compensation/Classification to add the shift differential.

On Call Pay

How does it work?

Payment that may be applied to an employee whose position is assigned to work on-call and must be available to work during normally off-duty hours. See University Policy & Procedures.

Guidelines based upon University policies, procedures, and practices

Awarded as a lump sum payment on a schedule based on predefined criteria as approved by the Department and Compensation/Classification. An employee who is required to be on-call during weekdays (Monday - Friday) shall be compensated by payment of one $1.00 for each hour such employee is required to be on-call. An employee who is required to be on-call on a Saturday, Sunday or a University holiday will be compensated by payment equal to one-fourth (1/4) of the employee's base rate of pay for each hour employee is required to be available. The employee's position must be eligible to receive on-call pay for payment to be given.

Department Responsibility

Department verifies employee's position is eligible to receive on-call pay. If position is noted as ineligible, Department submits ePAF+ transaction to add on call pay eligibility on the position. Once position is eligible, Department submits Workgroup Change form to Employee Data Management to change employee's workgroup to allow time reporting for on-call pay.

Asbestos/Lead Abatement Pay

How does it work?

Applied to the salary of an employee whose position is assigned asbestos/lead abatement duties. See University Policy & Procedures.

Guidelines based upon University policies, procedures, and practices

Awarded as a lump sum payment on a schedule based on predefined criteria as approved by the Department and Compensation/Classification. An employee who performs asbestos/lead abatement duties during weekdays (Monday - Friday) shall be compensated by payment of $3.00 for each hour the duties are performed. An employee who performs asbestos/lead abatement duties on a Saturday, Sunday or a University holiday shall be compensated by payment of $4.50 for each hour the duties are performed. The employee's position must be eligible to receive asbestos/lead abatement pay for payment to be given. Abatement activity, certification and training must be documented on the employee's position description.

Department Responsibility

Department verifies employee's position description documents asbestos/lead abatement duties and eligibility to receive asbestos/lead abatement pay. If position is noted as ineligible, Department submits ePAF+ transaction to add asbestos/lead abatement pay eligibility on the position. Department consults with the leader of the Asbestos/Lead Abatement Team in Facilities for applicable training of employee. Once position is eligible and upon completion of training, Department submits training completion confirmation to Environmental Health & Safety AND training completion confirmation in addition to a Workgroup Change form to Employee Data Management to change employee's workgroup to allow time reporting for asbestos/lead abatement pay.

Biohazard Pay

How does it work?

May be applied to the salary of an employee whose position may be responsible for Biohazard Clean-Up duties. Employee must volunteer to perform duties. See University Policy & Procedures.

Guidelines based upon University policies, procedures, and practices

Awarded as a lump sum payment on a schedule based on predefined criteria as approved by the Department and Compensation/Classification. An employee who performs biohazard duties during weekdays (Monday - Friday) shall be compensated by payment of $3.00 for each hour the duties are performed. An employee who performs biohazard duties on a Saturday, Sunday or a University holiday shall be compensated by payment of $4.50 for each hour the duties are performed. The employee's position must be eligible to receive biohazard pay for payment to be given. Eligibility is for USPS or OPS hourly employees and requires OSHA training, Tetanus and Hepatitis A vaccine series.

Department Responsibility

Department verifies employee's position is eligible to receive biohazard pay. If position is noted as ineligible, Department submits ePAF+ transaction to add biohazard pay eligibility on the position. Department consults with Environmental Health & Safety for training purposes. Once position is eligible and upon completion of training and vaccination series, Department submits training completion confirmation and Workgroup Change form to Employee Data Management to change employee's workgroup to allow time reporting for biohazard pay.

title-inside title-centered
2