We also ask that Deans pay particular attention to any faculty who meet standards of merit, but whose salaries for various reasons may have lagged over the years. The Provost will review the Deans' faculty salary recommendations prior to their release to insure that raises on average reflect market conditions in each discipline. All staff salaries must be at or above the minimum of their respective grades, effective April 1, 2001. Schools and Responsibility Centers may find it necessary to generate funds for staff salary increases through administrative restructuring, managing staff vacancies and other cost-saving initiatives. Success in these initiatives will enhance a School or Center's flexibility in awarding competitive salary increases for high performance.
Performance is the primary basis for all staff salary increases.
The performance appraisal process should substantiate the level of merit increase awarded. Other factors, including budget constraints, organizational impact and market competitiveness also need consideration in determining salary increases. Salary increases for performance which meets expectations may vary, but should generally range up to 3.5 percent. If performance does not meet expectations, no increase will be awarded. Salary decisions are among the most important decisions that we make.