OLPM

USY.V  Personnel Policies
(Note: OLPM sections on this page may be cited following the format of, for example, "USY.V.F.9.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)

F. Compensation

9.   Other Types of Continuing Increases

9.1   Authority. The Board of Trustees retains the authority to establish compensation guidelines for continuing increases. The Personnel Committee of the Board of Trustees shall be responsible for making recommendations regarding distribution of salary increase funds. The Financial Affairs Committee of the Board of Trustees shall be responsible for making a recommendation about the amount of annual salary increases. The campus Chief Executive Officer or his/her designee is delegated the responsibility for advising campus departments of the percentage guidelines applicable to annual salary increases. The USNH Director of Human Resources and the Vice Chancellor for Planning/Budget will coordinate compliance with the systemwide percentage guidelines through a review of each total campus recommendation.

9.2   Across-the Board Increase

9.2.1   Definition. An across-the-board increase is an annualized, fixed percentage amount that is applied to all pay ranges and to salaries of all staff/faculty except those listed as exceptions in Trustee Wage and Salary Guidelines. All across-the board increases are dependent upon the availability of funds allocated for that purpose. As referenced in the Trustee Wage and Salary Guidelines, across-the-board increases are withheld in certain circumstances including cases of poor performance as determined by the supervisor in consultation with the campus Human Resources Office (see USY V.F.9.10).

9.3   General Increase

9.3.1   Definition. A general increase is a percentage or an annualized amount (the amount may differ by occupational type) which is applied to all staff/faculty salaries except those listed as exceptions in Trustee Wage and Salary Guidelines or those excluded by provisions of collective bargaining agreements. However, application of a general increase shall not result in a staff member's salary exceeding its assigned pay range maximum. All general increases are dependent upon the availability of funds allocated for that purpose. As referenced in the Trustee Wage and Salary Guidelines, general increases are withheld in certain circumstances including cases of poor performance as determined by the supervisor in consultation with the campus Human Resources Office (see USY V.F.9.10).

9.4   Market Equity Range Change. When salary survey data indicates that the range assignment of a particular classification is no longer competitive, the campus Human Resources Office, in cooperation with the USNH Director of Human Resources may move the classification and staff in it to a higher salary range.

9.4.1   Exempt Staff. Exempt classifications may be applicable or relevant to other positions at more than one campus, so each campus Human Resources Director will comment on the range change prior to USNH approval.

9.4.2   Non-Exempt Staff. Since non-exempt range changes are based primarily on local survey data, range changes for non-exempt classifications require the approval of the singular campus in that particular location, with the concurrence of the USNH Human Resources Office.

9.4.3   Monetary Considerations

9.4.3.1   The range may be moved with or without an accompanying salary adjustment to staff members in the classification, however, those staff members whose salary falls below the new range minimum must be adjusted to the minimum.

9.4.3.2   If a salary adjustment is given to an exempt classification, the percentage need not be the same for each campus, but normally should be equal for all in the same classification within the campus.

9.4.3.3   The amount of the salary increase is not to exceed 10% and is dependent on such factors as the severity of recruitment problems, actual incumbent salaries and consideration of seniority in the classification.

9.4.3.4   The monetary source for all market equity range change increases is any valid permanent salary source.

9.4.4   Review Cycle. The selection of classifications to be moved may be made at any time, but a review will be conducted at least once a year by the campus Human Resources Office in consultation with the USNH Director of Human Resources.

9.5   Equity Adjustment

9.5.1   Authority. The chancellor delegates to the campus Chief Executive Officer the authority to award equity adjustments in any amount to exempt and non-exempt staff as long as funds come from dollars committed to base annualized salary funds.

9.5.2   Definition. An equity adjustment is a salary increase that may be granted to a staff member when a responsible administrator in conjunction with the campus Human Resources Office, recognizes an inconsistency in a staff member's compensation that should be corrected when either of the following conditions exists:

9.5.2.1   An internal equity adjustment may be appropriate when salary inconsistencies are found due to differences in the compensation paid to staff members in the same classification with equal years of service within the classification which cannot be explained by differences in education, training, and/or job performance.

9.5.2.2   An external or market equity adjustment may be appropriate when salary inconsistencies are found because salary survey data indicates that the mean or median salary for a like position in the outside market is considerably higher than the compensation paid to a staff member within USNH.

9.5.3   Monetary payment. The amount of any such equity adjustment is dependent on the availability of funds.

9.6   Merit Increase

9.6.1   Definition. Merit increases are pay increases that may be awarded each fiscal year to staff members for excellence in work performance based on an annual review by the employing department. All merit increases are dependent upon the availability of funds allocated for that purpose.

9.6.2   Limitations. No meritorious performance increases may be awarded which cause staff members' salaries to exceed their salary range maximums.

9.7   Administrative Adjustment

9.7.1   Authority. The Board of Trustees authorizes the Chancellor to award administrative adjustments when certain conditions exist. Such responsibility shall be delegated for administrative purposes to the USNH Director of Human Resources.

9.7.2   Definition. An administrative adjustment is a salary increase that may be granted by the USNH Director of Human Resources, upon the recommendation of the Chief Campus Human Resources Officer, when such an adjustment is necessary:

  • to compensate for an administrative error,
  • to conform to other provisions of the compensation program, or
  • because it has been otherwise demonstrated to be in the best interests of the University System.

9.8   CEO Discretionary Increase

9.8.1   Authority. The Board of Trustees delegates to the campus Chief Executive Officer or Chancellor, as applicable, the authority to award discretionary increases as long as the funds come from previously approved dollars committed to base annualized salary funds.

9.8.2   Definition. A CEO Discretionary increase is a salary adjustment to be awarded only in exceptional cases during the fiscal year, (separate from annual merit increase considerations), in which the annual salary rate of a faculty or staff member may be increased by an amount up to 5%.

9.8.3   Exception. Such adjustments may also be in the form of a bonus, which does not affect the continuing salary or benefits calculation base.

9.9   Delay of Increases

9.9.1   Absences. In the following cases of absence by a staff member, continuing increases will be delayed and may be granted upon return to active service:

  • Leave of absence without pay
  • Worker's Compensation leave
  • Interim disability leave
  • Earned time sick pool use
  • Extended military leave
  • Temporary military leave
  • Leave pending resolution of a grievance
  • Leave of absence due to layoff
  • Leave from the institution

9.9.2   Probation. If a staff member is placed on an extended initial or a post-initial probation, the effective date of all increases during that time period will be delayed until he/she successfully completes such probation.

9.9.3   Retroactive Payments. The only times retroactive payments are allowed in delay of increase cases is when a staff member is on temporary military leave or when a grievance is resolved in favor of the staff member.

9.9.4   Exceptions. Delay of increases does not apply to the following:

  • Professional development leaves (full or half-pay)
  • Leaves covered by earned time or traditional vacation/sick leave program

 

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This page last updated August 20, 2014. For information on the adoption and effective dates of policies please see explanation on the OLPM Main Menu.



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