Qualifying reasons for a Salary Increase:
- Internal Competitive Event – Employee applies for an internally recruited job vacancy, is selected competitively and changes jobs to a different position.
- External Competitive Event – Employee applies for an externally recruited job vacancy, is selected competitively and changes jobs to a different position.
- Increase in job duties or responsibilities; includes reallocation or reclassification of job – Substantive increase in the scope and/or complexity of the job. Minor changes in duties and responsibilities should be addressed during the Annual Raise Process.
- Temporary adjustment related to an increase in job duties or responsibilities - salary will revert when temporary duties cease (Temporary salary increases do not count cumulatively towards the permanent salary exception process)
- Retention – Requires documented job offer or verifiable, active employment negotiations by a current EHRA employee with an outside entity.
- Equity – Used to address documented salary-equity issues when employees in the same position/job family/job level are performing very similar work with a similar level of competence and experience to those who have a higher pay rate and the pay discrepancy has no apparent justification. Justification for an increase due to internal-equity issues must identify the inequity and justify the rate of increase based on the relative job level, education, credentials, and/or experience of the affected employees.
- Labor Market – Used to address job equity in comparison to the market or “labor market,” which is defined as the area within which employers compete for labor. The market is composed of those institutions, businesses, and organizations from which University units recruit or would logically recruit job candidates. Justification for an increase due to the labor market and/or external-equity issues must be substantiated by market survey data if the position is not assigned to a job family/level in the EHRA (EPA) Compensation Structure. Note: The proposed increase may not exceed the position’s assigned market reference rate.
Compensation Program For EHRA Non-Faculty Employees (SAAO Tiers I & II and IRIT)
The University’s EHRA Non-Faculty Compensation Program for Instructional, Research and Information Technology (IRIT) and Senior Academic and Administrative Officer (SAAO) Tiers I & II positions (“EHRA Non-Faculty Compensation Program”) is designed to provide competitive salaries in order to attract and retain the very best talent and expertise as EHRA non-faculty employees. The program goals include promoting internal equity and fairness, assuring good stewardship of University and State resources, and enabling managers to assign compensation that meets and, if appropriate, leads relevant external labor markets.