All regular staff (excludes temporary staff, faculty, and union staff) that were hired on or before April 1, 2024 and are actively employed on July 1, 2024. Eligibility excludes employees in Bargaining Units and those currently on Performance Improvement Plans (PIP). Employees whose pay is funded from non-university sources (grants, gifts, or endowment funds) will receive increases as funding permits based on the above guidelines. Staff who are currently on a PIP are not eligible for a salary increase. For staff who are on PIP, please contact your HR Business Partner for guidance.
Part-time staff are considered regular staff if they are not temporary employees. They are eligible for salary increases as long as they are not temporary or union staff, not on a PIP, and were hired on April 1, 2024 or before.
Any employee hired on or before April 1, 2024 is eligible for a salary increase if they meet the eligibility criteria above. It doesn't matter that they changed jobs or received a promotion after April 1.
The purpose of a PIP, or Performance Improvement Plan, generally means that you are working with your manager to bring your work performance up to a 'Successful' standard that you have both agreed on. Should an employee successfully complete a PIP, they will be eligible for an increase prospectively after the PIP has been completed. Please discuss any questions with your HR Business Partner.
Annual salary increases will be processed in Workday now for staff employees on leaves of absence who meet the above eligibility criteria. Employees on a leave of absence are in the Workday compensation planning tool.
The increases will be effective July 1, 2024.
Please contact your HR Business Partner if you have related questions.
The approved base pay increase is effective as of July 1, 2024. The new salary will be reflected on the July 12, 2024 pay for hourly employees and the July 15, 2024 pay for salaried employees.
The salary budget pool is recommended by the university’s leadership team and approved by the Board of Trustees. Affordability, enrollments, and competitiveness are key considerations.
Some of the key differences for 2024 include:
Final approval rests with the Provost and Executive Vice President for Academic Affairs and the Executive Vice President for Finance and Administration.
Please see the 2024 annual staff pay increase processing schedule.
The appropriate Finance Partners, e.g., the Provost’s Finance Team, will review availability of funds in each employee’s grant or gift cost allocation. They will ask HR to edit the employees’ increases accordingly.
If you have questions or need additional guidance on the process, please contact the Compensation Team.