We announced the salary guidelines for the upcoming academic year in Almanac at the end of March (Almanac March 30, 2021). Since then, we have continued to monitor the economic landscape and the University’s financial outlook. Based on this assessment, we are revising the salary guidelines to further increase the merit pool.

The University’s merit increase program is designed to recognize and reward the valuable contributions of faculty and staff to the University’s commitment to the highest levels of excellence in teaching, research and administration by paying market competitive salaries in a fiscally responsible manner.

Revised Faculty Increase Guidelines

Below are the standards for faculty increases that the Deans are asked to follow. The Deans will give the department chairs their own guidelines at the school level regarding available resources.

• The minimum academic salary for new assistant professors will be $74,050.
• Merit increases for faculty should be based solely on performance as evidenced by scholarship, research, teaching and service to the University and the profession. As in previous years, there will be no cost of living increase for continuing faculty.
• The aggregated merit increase pool for faculty will be 3.0 percent. Some schools and centers may have financial constraints that can only support budget growth of less than 3.0 percent. Salary increase recommendations that are below 1.0 percent for non-meritorious performance, as contrasted with general limits applied to an entire class of faculty, must be made in consultation with the Provost. Likewise, salary increases that exceed 5.0 percent must also be made in consultation with the Provost. Deans may wish to give careful consideration to salary adjustments for faculty who have a strong performance record but whose salaries may have lagged behind the market.

Revised Staff Increase Guidelines

Presented below are the merit increase guidelines for July 1, 2021.

• This year’s aggregate salary increase pool is 3.0 percent for staff. The merit increase range is zero to 5.0 percent.
• Monthly, weekly, and hourly paid staff members are eligible for a merit increase if they are regular full-time, regular part-time or limited service status employees, and were employed by the University on or before February 28, 2021. The following groups are not covered under these guidelines: student workers, interns, residents, occasional and temporary workers, staff on unpaid leave of absence, staff on long term disability, and staff who are covered by collective bargaining agreements.
• The merit increase program is designed to recognize and reward performance. The foundation of this program is the Performance and Staff Development Plan. Salary increases should be based on performance contributions within the parameters of the merit increase budget. The Performance Appraisal System documents each employee’s performance and contributions and establishes performance goals for the new fiscal year. All employees must receive Performance and Staff Development Plans for the next review cycle, whether or not they receive merit increases. Schools and centers were requested to submit performance appraisals by June 1, 2021. The Division of Human Resources’ Staff and Labor Relations team is available to discuss performance management issues.
• Merit increases should average no more than 3.0 percent for staff and may average less if a school or center establishes a lower percentage merit pool based on financial considerations.  The aggregated salary increases within a school or center may not exceed 3.0 percent regardless of performance rating distributions. Performance expectations should be raised each year as employees grow in experience and job mastery. Performance ratings and raises should reflect a normal distribution for all employees. Employees with unacceptable performance are not eligible for a merit increase.
• There will be no bonuses, in keeping with the elimination of discretionary bonuses announced in prior years.

The Division of Human Resources Compensation office is available to discuss specific merit increase parameters with schools and centers.  Staff and Labor Relations team members are available to discuss performance management issues.

—­Amy Gutmann, President
—Wendell Pritchett, Provost
—Craig Carnaroli, Executive Vice President