Staff: Compensation Adjustments

Before preparing any request, reach out to the HRS Compensation Office to discuss your situation. HRS will help you determine which mechanism is most appropriate, confirm the employee's eligibility, and advise on the documentation needed to support the request. Early consultation with HRS is strongly recommended and can prevent delays in processing.

Working with HRS, review the descriptions below to confirm which mechanism fits your situation.

Use when a staff member's duties and responsibilities have grown to the point that their position now meets the definition of a higher classification. This results in a permanent reclassification and base pay increase. To qualify:  

• The minimum entry rate of the new classification must be at least $0.50 per hour greater than the current classification 

• An updated role description reflecting the revised duties must be submitted with the request 

Upon approval, the employee receives an increase to their base rate of pay equal to either 9% or the amount necessary to match the entry rate of the new classification, whichever is greater.  

Use when a staff member has taken on significantly expanded responsibilities within their current classification that do not justify reclassification to a promotional classification. This results in a permanent base pay increase. To qualify:  

• The expanded responsibilities must be significant but remain within the current classification 

• An updated role description reflecting the revised duties must be submitted with the request 

Upon approval, the employee receives a 4% increase to their current base rate of pay.  

Use to recognize an employee who has demonstrated exemplary service or made a significant one-time contribution to the University. This is a one-time payment and does not affect the employee's base rate of pay. Awards are issued in the following amounts: $100, $200, $350, $500, $750, $1,000, or $2,000. The employee must meet the eligibility criteria outlined on the Lump Sum Bonus Request Form. No role description update is required.

Use to address recruitment or retention issues when market conditions or individual circumstances justify a pay adjustment outside the standard mechanisms. Strategic pay may be applied to an individual employee or a group of employees. Contact the HRS Compensation Office before submitting a strategic pay request to confirm it is the most appropriate mechanism and to discuss the supporting documentation required.

Working with HRS, complete the appropriate form and gather any supporting documentation. HRS will advise on what level of documentation is needed based on the specific circumstances of your request. For Career Ladder, In-Range Progression, and Strategic Pay requests, an updated role description must be included. Incomplete submissions will delay processing.

HRS will conduct any necessary compensation analysis, confirm final eligibility, and process the approved adjustment. HRS will communicate the outcome to you and your department.

It depends on whether the growth justifies moving to a higher classification. If the position now meets the definition of a higher classification and the entry rate difference is at least $0.50 per hour, a career ladder is appropriate. If the responsibilities have expanded significantly within the current classification, an in-range progression is the right tool. Contact the HRS Compensation Office if you are unsure.

No. A current performance review indicating satisfactory performance or better is required for all mechanisms. Ensure the review is on file before contacting HRS about a request.

In most cases no. The mechanisms are designed to address distinct situations. However if you believe a combination may be warranted, contact the HRS Compensation Office to discuss before moving forward.

Temporary adjustments are available for unique circumstances. Contact the HRS Compensation Office to discuss your situation.