Submission of the data sheet is optional. Merit increases for continuing faculty and staff may be augmented by internal savings in combination with the increases in each unit's general fund allocation. Pay increases for staff members who hold bargained-for positions covered by collective bargaining agreements are governed by those labor contracts. Wolverine Tower 1281. The ranges provide a guideline for setting salaries.
Units have flexibility to set salaries for new hires and promotions above the minimums.
The increases in the range minimums are not intended to create funding burdens on operating units or de facto raises for employees who are not performing satisfactorily. Therefore, the salary rate for an individual can remain below the new range minimum when appropriate. In such cases, Deans and Directors should provide a statement with the TAD indicating why the individual's salary rate is set below the minimum guideline. Merit Considerations Meritorious performance is the most important consideration in recommending individual increases. Differential increases should be determined on the basis of an evaluation of the performance of each faculty and staff member relative to the requirements of his or her position.