Direct reports receiving more pay should not automatically be considered an inequity. For example, a Programmer may demand a higher pay level due to market considerations based on technical skills. If the supervising Manager does not possess the technical skills, an inequity in salary may not exist. New hires being appointed at a higher salary rate than existing employees in the same classification within a particular unit, department, or division. Individuals' knowledge, length of service, performance, and experience should all be taken into consideration when ascertaining the appropriateness of an equity adjustment.
Increases are separate and distinct from the annual merit and bonus process.
Equity adjustments should not be used to circumvent the campus' merit and bonus programs. Policy states that an employee's total salary increase in a single fiscal year shall not exceed 25 percent of base pay. Increases include all monetary awards, for example, merit, promotional, and equity increases. Exceptions to policy should be directed to a member of the Compensation Services Unit. Equity increases are typically requested by management within a department to correct a salary issue.