Policy Statement
This policy governs compensation for the academic professional and administrative (P&A) employee group, with the exception of senior leaders and professionals-in-training. Within the P&A employee group, the University compensates academic professionals for their responsibilities enhancing the research, teaching, and service functions of the University. The University compensates academic administrators for their responsibilities in policy development or execution, or in directing, coordinating, or supervising activities within the University. Total compensation for P&A employees includes their annual base salary plus the value of their fringe benefits, including retirement, health and dental coverage, life and disability insurance, and other benefits as provided by the University. In some instances, units may augment a P&A employee’s annual base salary through internal sources, such as when the individual temporarily takes on additional responsibilities or a set of administrative duties, or through payment received by sources outside the University as in the case of approved external consulting.
Units negotiate a P&A employee's initial annual base salary at the time of hire. The annual salary program seeks to reward contributions of P&A employees. The assessed meritorious performance of duties and responsibilities associated with the position and performed by the position holder serves as the basis of annual merit-based salary increases or rewards. Increases to annual base salary for P&A employees may also occur in other ways such as the following: (1) in conjunction with a promotion; (2) in conjunction with the awarding of indefinite continuous appointment (3) through acceptance of a retention offer that includes a pay increase; (4) through base pay market adjustments; and (5) in addressing documented internal salary inequities. The Board of Regents approves parameters for compensation increases based on recommendations of the administration.
Any salary determination process at the University must be non-discriminatory. Initial salary offers, periodic increases, and retention offers may not be based on considerations related to the race, color, creed, religion, national origin, gender, age, marital status, familial status, disability, public assistance status, membership or activity in a local commission created for the purpose of dealing with discrimination, veteran status, sexual orientation, gender identity, or gender expression of the person affected.
Units should consult with their with unit academic professional and administrative (P&A) employees when developing:
- the annual review process for unit P&A employees and
- the unit annual compensation strategy which includes the awarding of merit pay based on performance.
Units must make available in writing documentation of the unit’s process for the annual review of performance of P&A employees to every employee to whom it applies.
Reason for Policy
This policy implements Board of Regents Policies: Employee Compensation and Recognition, Employee Group Definitions, Employee Performance Evaluation and Development, and Employee Recruitment and Retention. The University strives to attract and retain a high performance workforce. As a part of this effort, the University works to achieve and maintain a compensation structure that, when combined with benefits and other rewards, is competitive relative to institutional peers and other appropriate labor markets.
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