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The following sections provide brief descriptions about the various salary adjustments available to Civil Service employees. If you have questions about Civil Service salary adjustment policies, or questions about salary adjustments for other employee groups, contact your unit's HR Professional or your Compensation Consultant.
An in-range adjustment is an increase in pay rate within the existing pay range of an employee's classification.
Employees may receive an increase to their base pay rate due to discrepancies with the relevant competitive labor market for that position. The increase is initiated and at the discretion of college/department management.
The Compensation Unit of the Office of Human Resources maintains current information on relevant competitive labor markets for jobs at the University. A market analysis can be obtained upon request.
College/department management is responsible for ensuring internal pay equity. Therefore, they are responsible for any adjustment made and for provision of the necessary supporting documentation. If market information was not provided by the Compensation Unit, the college/department will be liable for the validity of said data and action.
An employee is eligible for a merit increase at the discretion of college/department management. Management must submit a completed performance appraisal plan in conformance with Rule 9 of the Civil Service Rules. The increase action should list how the performance was deemed meritorious and the methodology utilized to determine the increase amount.
An employee who is/has been officially assigned by management to perform all of the duties of an existing and vacant higher classification, for a period of five workdays or greater, may be eligible for an augmentation equal to four percent of the employee' current base pay rate. Augmentations lasting longer than one year shall be reviewed for possible reclassification.
Employees will also be paid at the augmented rate for the purposes of overtime (if Non-V in current classification), vacation leave and sick leave.
A college/department may increase an employee's pay rate for the purpose of countering a bona fide employment offer from an outside organization. The increase action should document methodology used to determine increase amount and retention decision.
College/department management are responsible for establishing and maintaining equitable pay relationships. Factors to consider are seniority, documented quality of employee performance, and employee skill set. Internal equity adjustments are warranted when inequities exist amongst employees in comparable situations.