University of Nebraska Medical Center
Budget and Salary Guidelines
Fiscal Year 2011-12
I. Introduction
A. The President has authorized the campuses to establish 2.5% salary increase pools for FY 2011-12. The salary pool is to be used at the discretion of each campus chancellor for the purpose of addressing competitiveness issues based upon performance. Salary pool authorizations are outlined in the table below.
Employee Category / Faculty, Other Academic & Administrative / StaffSalary increase funds / 2.5% / 2.5%
B. Salary increases shall be awarded on the basis of performance and competitiveness. Performance shall be judged on the basis of productivity, effectiveness, and overall value and contribution to the unit and to the university. In addition, Annual Adjustment amounts for individual employees should include consideration of the following factors:
1. Qualifications of the employee for the current job assignment
2. Pay levels of similarly situated employees in comparable jobs
3. Market pay levels for comparable jobs
4. Employee’s current position in the assigned pay range
5. Department budget and fiscal resources available
6. Other factors as appropriate, including employee gender and minority status
C. Funds may not be moved from the faculty category to the non faculty category and vice versa.
D. Salary allocations must be allocated to employees during the 2011-12 fiscal year and may not be used for other purposes or to reduce budget cuts.
E. All salary increases shall be reviewed and approved by the appropriate administrator/manager one level above the immediate supervisor. Proposed salary increases for Deans and positions ranking above Deans shall be approved by the Chancellor and the President. Proposed salary increases for a Chancellor’s direct reports shall be approved by the President. These provisions are effective for the entire fiscal year.
F. Individual salary increases regardless of employee category or source of funding shall not be greater than or equal to 10% in a single year without the prior approval of the Chancellor or designee and report to the President. These provisions are effective for the entire fiscal year.
II. Academic Staff (Faculty)
A. The amount available for Annual Adjustments is 2.5%.
B. Salary increase effective dates shall be as follows:
1. Twelve month full-time appointments - Pay adjustments shall be effective with the July 2011 payroll for staff continuing in employment.
2. Academic year full-time appointments - Pay adjustments shall be effective with the September 2011 payroll for staff continuing in employment.
C. Salary stipends will be increased at the discretion of the Dean or Director. The increase to the stipend will be added to the base salary and not to the stipend. Stipends should be a separate appointment.
D. A letter shall be sent to those faculty members not receiving an Annual Adjustment on July 1, 2011 because their performance is less than satisfactory. The letter will also explain the conditions to be met for satisfactory performance. A copy of each of these letters, along with a completed Increase Exception Form, should be forwarded to Alice Weyant, Compensation Administrator, Human Resources Staffing and Compensation (zip 5470), by June 14, 2011. Human Resources will then forward these documents to the Office of Budget and Fiscal Analysis for budget processing.
E. The Office of Academic Affairs will notify the respective academic units of those faculty receiving promotions. Faculty promotion increases shall not be less than $800 for an Assistant Professor, $1,000 for an Associate Professor, or $1,200 for a Professor.
F. Promotion increases are in addition to the performance based Annual Adjustment. All promotions will be funded by the Academic Units.
III. Administrative Staff
A. The amount available for Annual Adjustments is 2.5%.
B. Salary increases for Administrative Staff on the July 1, 2011 payroll shall be implemented on that date.
C. Salary stipends will be increased at the discretion of the Dean or Director. The increase to the stipend will be added to the base salary and not to the stipend. Stipends should be a separate appointment.
D. A letter shall be sent to those Administrative Staff not receiving an Annual Adjustment on July 1, 2011 because their performance is less than satisfactory. The letter will also explain the conditions to be met for satisfactory performance. A copy of each of these letters, along with a completed Increase Exception Form, should be forwarded to Alice Weyant, Compensation Administrator, Human Resources Staffing and Compensation (zip 5470), by June 14, 2011. Human Resources will then forward these documents to the Office of Budget and Fiscal Analysis for budget processing.
IV. House Officers
A. The amount available for Annual Adjustments is 2.5%.
B. Continuing House Officers will receive their adjustment effective July 1, 2011.
V. Graduate Assistants/Other Academic Staff
A. The amount available for Annual Adjustments is 2.5%.
B. Within available funds, competitiveness/merit increases shall be awarded to Graduate Assistants/Other Academic Staff to recognize specific areas of performance and/or marketplace factors.
C. Salary increases shall be effective for academic year appointments with the September 2011 payroll for staff continuing in employment.
D. Salary increases shall be effective for twelve month appointments with the July 2011 payroll for staff continuing in employment.
E. Increase Exception Forms for 0% increases are no longer required for the Other Academic employees holding the title of Postdoctoral Research Associate or Visiting Personnel, due to contractual agreements signed with the university.
VI. Exempt Staff (Managerial/Professional) and Non-Exempt Staff (Office/Service)
A. The amount available for Annual Adjustments is 2.5%.
B. It is the policy of the University of Nebraska Medical Center (UNMC) to provide competitive compensation levels to attract, motivate, and retain qualified employees. For staff employees, UNMC Policy No. 1007, Compensation Administration provides a basis for market relevance and internal equity in pay decisions, as well as the development of employees. The NU Values Compensation Administration website provides guidance for UNMC campus supervisors and employees regarding interpretation and administration of University of Nebraska Policy 7505 – NU Values Administration and policy 7510 – Salary Administration.
C. At UNMC, external market equity should be examined based on an employee’s position within their assigned benchmark pay range (with special consideration given to those falling below the minimum of the new July 1, 2011 ranges). Internal equity should be evaluated based on how an employee’s pay compares to others in the same or similar positions taking into consideration level of experience and documented performance.
D. All Exempt (Managerial/Professional) and Non-Exempt (Office/Service) staff with start dates on or after June 1, 2011 are to be hired under the 2011-2012 NU Values Pay Structures.
E. For any employee whose performance is less than fully meeting expectations and whose supervisor is recommending no increase, an Increase Exception Form must be completed and approved by their Chancellor’s Council member. The form must explain the conditions to be met for satisfactory performance. Performance expectations and a copy of this form must be given to the employee during the same timeframe as other salary adjustment information is being communicated. The Approved Increase Exception Form and a copy of the employee’s performance appraisal should be submitted to Alice Weyant, Compensation Administrator, Human Resources Staffing and Compensation (zip 5470), by June 14, 2011. Human Resources will then forward these documents to the Office of Budget and Fiscal Analysis for budget processing.
F. The minimum and maximum of a Benchmark range defines the parameters within which an employee’s pay should be administered. The employee’s pay will not be less than the Job Family Zone to which their job is assigned; however it is recommended that departments attempt to bring employees up to the benchmark range minimum whenever possible.
1. The Trainee designation is an exception to this policy. Refer to the UNMC Human Resources Compensation Administration Policy, Section 6.2b for Trainee designation details.
2. All proposed ongoing salary increases that are above the new maximums must be noted on an Increase Exception Form and approved by the appropriate Chancellor’s Council Member. The form should justify the reasons for the recommended increase. As a complete or partial alternative to ongoing salary increases, employees with salaries above or near the new maximums may be awarded annual salary stipends (see “Instructions for Processing Stipends for Employees Above Maximum of Salary Grade” for further details). If the proposed ongoing salary is below the new maximum, Increase Exception Forms will only be required when the combined total of the ongoing salary increase and the stipend is equal to or more than 10% of the prior base salary (See item VII. D. for Increase Exception Form submission procedures).
G. Adjustments for Exempt (Managerial/Professional) and Non-Exempt (Office/Service) employees shall be effective July 1, 2011.
H. For those positions receiving a stipend, salary stipends will be increased at the discretion
of the Dean or Director. The increase to the stipend will be added to the stipend and not
to the base salary.
I. For Non-Exempt (Office/Service)
1. Probationary employee means a person who has not completed their initial six month probation from date of hire.
A newly hired office/service (probationary) employee who has not completed six months of service as of July 1, 2011 is not eligible for an increase. Upon completion of six months of service (original probationary period), the employee may be eligible for a salary review. An increase exception form is not required in this situation.
2. Newly promoted, transferred or reclassified employees include those employees serving a six month evaluation period because their duties, title or department have changed. These employees who have not completed six months of satisfactory service in his/her new classification as of July 1, 2011 may be considered for an increase based upon the factors outlined in I.A. above. The Strategic Staffing & Compensation division staff is available for guidance.
J. Student Workers and temporary employees are not eligible for an increase.
VII. All Categories of Personnel
A. Unless otherwise indicated above, effective dates for salary increases will be July 1, 2011 for both monthly and biweekly paid employees.
B. Faculty and staff hired on or after June 1, 2011 shall not receive a salary increase on July 1, 2011 unless the increase was a condition of employment at the time of hire or, in the case of non-academic staff, unless the increase relates to an adjustment to the minimum salary level of the assigned pay grade. An increase exception form is not required in this situation.
C. The budget process cannot automatically be used to change the employment status of an employee (F.T.E., employee subgroup), promote an employee or change a job class, or terminate an employee. These actions should be noted in the budget, and appropriate Personnel Action Forms should be completed.
D. All salary increases greater than or equal to 10% must be noted on an Increase Exception Form and approved by the appropriate Chancellor’s Council Member and the Chancellor. The form should justify the reasons for the recommended increase. If the reason is performance related, the employee’s most recent performance appraisal must be attached. Approved Increase Exception Forms should be submitted to Alice Weyant, Compensation Administrator, Human Resources Staffing and Compensation (zip 5470), by June 14, 2011. Human Resources will then forward these documents to the Chancellor for his approval and ultimately to the Office of Budget and Fiscal Analysis for budget processing.
No pay adjustments greater than or equal to 10% will be processed without an approved Increase Exception Form with the appropriate signatures. Employees should not be informed of increases of 10% or in excess of 10% until final approval by the Chancellor. The salary will remain unchanged without the proper approvals.
E. Recommendations for Annual Adjustments must be supported with a written employee
performance review. Performance shall be assessed on the basis of the employee’s contributions to successful performance outcomes, their demonstration of the university’s Valued Behaviors in executing their function, and their overall value and contribution to the unit and to the university.
F. University of Nebraska policy requires that a performance evaluation shall be performed on all employees at least annually. All supervisors who complete annual employee performance appraisals must certify in writing by July 1, 2011 to their supervisor one level above that they have completed these evaluations.
VIII. Additional Resources Available
A. Additional guidance is available regarding salary administration and performance management from the Human Resources Strategic Compensation staff, as well as online at UNMC’s NU Values website.
B. The 2011-2012 pay structures can be accessed at 2011-2012 NU Values Pay Structures.
Budprep/Guide/FY2011-12/Guidelines11-12.docx
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