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Although final budget numbers will not be available until the 2009 Minnesota State Legislature draws its session to a close, the approaching end of the academic and fiscal years makes it imperative that we communicate to each of you the compensation strategy for fiscal year 2009-10 that will be recommended to the Board of Regents. Final approval of the compensation plan must be approved by the Board of Regents. The budget is expected to be acted upon by the Board of Regents at a meeting in June, after public forums have been held on the topic by the Board.
This memorandum applies to civil service employees who are not covered by collective bargaining agreements including managerial, supervisory, professional, and confidential employees.
Due to our 2009-10 financial situation, annual pay increases, whether across-the-board or merit based, will not be awarded this year.
Pay range minimums, midpoints, and maximums are unchanged for the 2009-2010 fiscal year.
Procedures for promotions remain intact for the 2009-2010 fiscal year.
The approval of the appropriate chancellor, vice president, or senior vice president is required when making retention offers. In addition, notification of a retention offer must be provided to the Office of Human Resources if it involves an increase in salary. Units are responsible for funding retention offers; no central funds will be available for this purpose.
We are requiring approval by chancellors, vice presidents, or senior vice presidents for discretionary pay adjustment proposals, including augmentations, in-range salary adjustments, outstanding service awards and other cash payments. Any established campus, college or unit-based programs that in the past have delivered special merit awards (either in a lump sum form or in a recurring form to base salaries) to either individual employees or categories of employees will require special approval in order to be administered during the 2009-2010 year. The approval must come from the appropriate senior vice president, chancellor or vice president. This approval, which must be in writing and include a summary of the program details, shall be provided to the Office of Human Resources prior to implementation. This additional level of approval will discourage attempts to bypass the University's difficult decision to not provide salary increases this year. This oversight and approval procedure will help ensure that the University's goals for this year are achieved in a manner that is as equitable as possible.
University policy requires annual performance evaluations of all civil service personnel as the means of regularly assessing performance. While it is understandably frustrating to conduct such reviews in the absence of resources for annual increases, such reviews continue to be important in providing civil service employees with timely and clear feedback and in reassuring highly productive staff that their contributions are both recognized and documented.As a reminder, supervisory and administrative staff have special responsibilities for implementing our equal opportunity commitment in all aspects of the work environment, including the evaluation of personnel performance.