The University recently completed the Classification Redesign Project, implementing the project's recommendations on April 1, 1998. The salary structure has been realigned to reflect the competitive labor market in which the University competes for its staff. All departments have received the results of the classification study and copies of the new salary structure. Due to revenue constraints, 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.
Salary increases should support and confirm the feedback provided through the performance appraisal process. Other factors, including budget availability and internal equity, will also need to be considered in determining salary increases. Given all of these considerations, increases for solid performance may vary but should fall generally in the 1.0 to 3.0 percent range. Where performance does not meet expectations, no increase will be awarded. Salary decisions are among the most important that we make.