Frequently Asked Questions (FAQs)
Yes. A market study was conducted for jobs in the Management, Professional, Administrative and Operational Support, and Police, Fire and Skilled Trades career streams. For consistency, the study followed the same process as the last market study. The external market data survey sources used include Mercer, Willis Towers Watson, ERI and CUPA. As a result of the study, the pay band assignments for some staff jobs will be changing.
There are several changes being made:
- The pay bands are being aged 3% (the min, mid and max for each band is increasing 3%)
- The minimum pay is being raised to $15/hour
- Where indicated by market data, the pay bands for some jobs are moving up
- Updated pay band assignments will be posted to the Career Path Maker by April 15
- Updated pay band assignments will be reflected in SuccessFactors by April 30
In December, President Daniels announced a 4% salary merit pool for the fiscal year beginning July 1, 2022. This represents the largest such amount in two decades. In addition, he also announced an extra 1% salary pool to be allocated to address specific workforce objectives, such as pay for entry-level service staff, graduate student stipends and faculty salaries in selected disciplines, and job/family structure compensation ranges for highly competitive in-demand jobs.
The 1% market adjustment pool is being used for adjustments for faculty, graduate students, and staff positions. The portion of the pool for staff positions is being allocated to three main areas:
- To bring all staff up to a minimum rate of $15/hour
- Where the new adjusted pay bands have caused a staff member to fall below the new pay band minimum, to bring staff up to the pay band minimum for their job
- Market adjustments for targeted staff positions in highly competitive in-demand jobs
The market adjustments for identified positions apply regardless of how a position is funded. This means that the salary increases will be funded by a mix of sources: central (general funded), unit/auxiliary and grants.
After bringing staff pay up to a minimum of $15/hour and up to the new pay band minimums, the remaining portion of the 1% market adjustment pool for staff is being used for market adjustments for targeted staff positions in highly competitive in-demand jobs. These jobs were identified based on feedback and data from senior leadership, managers, talent acquisition, compensation, CSSAC/MaPSAC, and the market study. The primary focus for the market adjustments is service and entry-level professional positions (e.g., academic advisors, childcare workers, animal care technicians, laboratory technicians, business office, certain skilled trades and admissions/student-facing student affairs positions).
Staff pay changes tied to the 1% market adjustment pool will take effect on May 1, 2022.
Unit leaders will be provided a list of affected individuals by April 18. They will cascade communication within their units, with the goal of informing all affected individuals by April 29.
Yes, all staff who receive a pay increase on May 1 as part of the 1% market adjustment pool allocation will remain eligible for a merit increase within their area’s guidelines. As with other eligible staff, any merit increase will be based on performance with consideration given to market position and internal equity.
All pay changes will be processed centrally by HR Compensation and Payroll.
No, the 1% market adjustment pool was allocated based upon filled positions only.
No, the 1% market adjustment pool provided was intended to provide assistance toward a one-time correction to those positions falling below the newly established university minimum as well as to make increases necessary to place compensation within the minimum range established after pay band adjustments. Compression and on-going comparison with market will be the responsibility of each unit within merit review processes.
The market adjustments for identified positions apply regardless of how a position is funded. This means that the salary increases and associated fringe benefits will be funded by a mix of sources: central (general funded), unit/auxiliary and grants.
The university assessed our current grad student stipends compared to the other BIG Universities to establish the new minimum grad student stipends. With the newly established minimums, on a cost-of-living adjustment basis, we anticipate that this adjustment will move us into the top 1/3 of BIG institutions.
Graduate Students will be eligible to receive salary adjustment from the 4% centrally funded strategic investment pool but colleges can choose how to implement across departments, funding source and grad positions. Colleges will make the decision on where strategic investments will occur, so eligible, salary adjustments may not occur with all students. Those students below the new minimum will be brought up to the new minimum.
Yes, you will be included in the new minimum stipend increase even if you are being funded via a grant or other funding mechanism besides general funds. Salary adjustment eligibility for Grad Students on funds outside of the minimums pool will be at the discretion of the individual Colleges.
Grad Students already above the new minimum stipend level will be eligible to receive a strategic salary investment raise, but this will be done at the discretion of the individual colleges.
Yes, Fellowships that are administered as an assistantship that fall below the minimum, will be brought up to the new minimum stipend level.
A graduate student on a true fellowship is not considered an employee of the University so they will not be considered part of the salary adjustment pool. A graduate student with a fellowship that is administered as an assistantship, would be eligible for a strategic investment increase, but this would be at the discretion of the college, as the funding would not be from the central salary adjustment pool.
If you have a question that isn’t addressed here, please submit your question to email@example.com.