TO: Campus Community
FR: Cynthia Seneriz (on behalf of Tricia Hiemstra), Human Resources
RE: Salary Program Guidelines for Non-Represented Staff (FY2014-2015)
The following guidelines are intended to assist with the implementation of the salary program for non-represented career PSS and MSP staff[i].
Authorizes a 3.0 percent budget for the University to provide a general salary increase for eligible non-represented career PSS and MSP staff.
Non-represented career PSS and MSP staff are eligible to participate in the salary program.
- Appointed to a career position before January 1, 2014; and
- On pay status or approved leave on July 1, 2014 for monthly paid, or June 22, 2014 for biweekly paid employees.
Excluded from the salary program are:
- Non-represented PSS and MSP staff in limited or contract appointments.
- Student employees in casual-restricted appointments.
- Employees covered under collective bargaining agreements.
The eligibility criteria sets forth the minimum requirements for a general salary increase, however, additional factors may apply or may be taken into consideration for employees who meet any of the conditions described below.
- Non-represented career PSS and MSP staff with a recent performance rating of unsatisfactory may be excluded in consultation with Human Resources.
- The salary range structure for PSS and MSP grades will be adjusted at the minimum and the maximum by 3.0 percent. All salaries after the salary increase are to be within range, i.e., no increase is to result in the final salary exceeding the range maximum and no salary is to fall below the range minimum.
- July 1, 2014 for monthly paid non-represented staff, paid on the August 1, 2014 paycheck.
- June 22, 2014 for biweekly paid non-represented staff, paid on the July 16, 2014 paycheck.
The department is responsible for covering the salary increase for:
- non-core funded positions;
- limited and contract appointments that require pay adjustments to bring the pay rate up to the new minimum of the range; and
- career appointments ineligible for the general salary increase but require a pay adjustment to bring the pay rate up to the new minimum of the range.
The fund source(s) used for the salary increase should be the same fund source(s) from which the employee is paid. No funding will be available for range adjustments associated with current open provisions. Specific questions concerning funding for the salary program should be directed to Arliene Shelor, Assistant Director for Budget & Planning (email at email@example.com or phone extension 4052).
Salary increase recommendations require the approval of the appropriate next higher level authority to the manager/supervisor of the employee receiving the salary increase.
Each control point is responsible for ensuring the division’s adherence to the 25 percent salary increase limit per PPSM 30.
Non-represented career staff receiving other off-cycle salary adjustments effective July 1, 2014 or later, will be limited to a total fiscal year increase equal to 25 percent of the base salary, including the 3.0 percent general salary increase. Off-cycle salary adjustments include salary increases resulting from promotional, reclassification, lateral transfer, and/or equity actions.
Human Resources will centrally coordinate the salary program with the Payroll office. Specific administrative instructions including timelines will be communicated separately within the next few days. If you have questions regarding the salary program guidelines, please contact one of the following individuals:
Amy Arnold, Senior Human Resources Analyst: extension 4068, or email at firstname.lastname@example.org
 Non-represented career staff includes individuals whose career appointment is in the Professional and Support Staff (PSS) personnel program and the Managers and Senior Professionals (MSP) personnel program. Eligibility of SMG members are subject to applicable SMG policies and guidelines.