Wage Schedules: 2013-2014 ANNUAL SALARY PROGRAM PROCEDURES

Memorandum From:
Martha E. Pollack, Provost and Executive Vice President for Academic Affairs
Timothy P. Slottow, Executive Vice President and Chief Financial Officer

Date: June 21, 2013

General Information

This announcement includes instructions for preparing the 2013-­‐14 annual salary program recommendations for individuals in the Career Family Classification System, as well as those in faculty and primary job families. Please note that pay increases for faculty or staff members in positions covered by collective bargaining agreements are governed by those labor contracts rather than the instructions in this packet.

Implementation Dates

Annual salary program increases for eligible faculty and staff for 2013-14 will be effective as follows:

  • September 1, 2013, for staff paid bi-weekly (first pay date at the new rate will be September 20,
    2013); and
  • September 1, 2013, for faculty and staff paid monthly (first pay date at the new rate will be
    September 30, 2013).

Due Dates and Routing

Ann Arbor Campus units are encouraged to submit merit increases, lump sum recommendations, and performance ratings (optional) via the file-­‐attach method available through HRMS. The process for using the file-­‐attach method can be found in My LINC at Wolverine Access http://wolverineaccess.umich.edu/. Once signed into My LINC, enter “pay rate change” in the search box and click on “Go.” The procedures and templates will then appear.

Submittal forms may be used for instances where the file-­‐attach method cannot be used (see Salary Change Step by Step procedure on My LINC). Submittal forms are due to Human Resources Records and Information Services, 4073 Wolverine Tower 1281, no later than September 1, 2013 for both bi-­‐weekly and monthly employees.

Units within the Health System, and the regional campuses should note that due dates and routing are different from those detailed in this memorandum. They should consult the specific UMHS procedures distributed to leadership or the regional campus instructions.

Salary Ranges

Units may develop pay ranges that support their compensation philosophy as part of the Career Family Classification System using labor market referenced data available through HRMS.

The University expects units to ensure that all regular staff members have a full-time rate of at least $22,150.

Merit Considerations

Meritorious performance is the most important consideration in recommending individual increases. Different increase amounts 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.

Affirmative Action and EEO in Performance Evaluations

The University of Michigan is committed to meeting its Affirmative Action and Equal Employment Opportunity goals and objectives. Affirmative Action and Equal Employment Opportunity responsibilities are important components of all supervisory and management positions. Accordingly, the performance evaluations of staff members who have supervisory and management responsibilities need to include an assessment of their effectiveness in meeting their Affirmative Action recruitment goals and their success in retention of a diverse work force.

Salary Equity Considerations

Each Executive Officer, Dean or Director of a major operating unit has the responsibility of assuring that equitable salary relationships, and their appropriate documentation, are to be maintained within his or her area as follows:

  • Appropriate salary relationships should be maintained for staff within the same classification or related classifications, taking into consideration distinguishing factors such as performance, skills, and experience.
  • Special care should be exercised to ensure that salary differences are neutral with regard to race, gender, age, national origin, disability, FMLA status, and other categories protected by state and federal law.
  • Unit salary programs should consider the distribution of staff members’ pay and performance and incorporate appropriate recognition of the needs of the lowest paid. UHR can provide advice on various strategies.

Optional Lump-Sum Payment

Each Executive Officer, Dean or Director of a major operating unit may elect to pay faculty or staff members a lump-sum one-time salary supplement. Therefore, an individual merit increase may consist of (1) an adjustment to base salary, (2) a one-time lump-sum payment, or (3) a combination of base salary adjustment and lump sum payment. If a unit elects to grant a lump-sum payment, the following guidelines apply:

  • Only staff demonstrating satisfactory performance may be considered for a lump-sum salary supplement payment.
  • A one-time lump-sum payment is a non-recurring expense.
  • One-time lump-sum payments may be paid at any time during the 2012-13 program year for faculty and staff.
  • A 2012-13 lump-sum salary payment may not be considered to be an advance against a 2013-14 base salary increase.

Optional Performance Ratings Upload

Each Executive Officer, Dean or Director of a major operating unit may elect to pay faculty or staff members a lump-­‐sum one-­‐time salary supplement. Therefore, an individual merit increase may consist of (1) an adjustment to base salary, (2) a one-­‐time lump-­‐sum payment, or (3) a combination  of base salary adjustment and lump sum payment. If a unit elects to grant a lump-­‐sum payment, the following guidelines apply:

Guidance and Information

If you need assistance regarding salary equity concerns or working with the merit increase procedures, contact the appropriate Human Resources Office for guidance and information.

2013-2014 SALARY PROCEDURES:

INSTRUCTIONAL STAFF, PRIMARY ARCHIVISTS, CURATORS, LIBRARIANS AND RESEARCH FACULTY; AND FACULTY WITH ADMINISTRATIVE APPOINTMENTS

The salary procedures provide for increases, to be effective September 1, 2013, based on individual merit and labor market factors by discipline.

CAREER FAMILY CLASSIFICATION STAFF

(Health System, please refer to UMHS specific salary program guidelines)

  • Salary increase recommendations, including any salary supplement payments that exceed 10%, are to be accompanied  by a written explanation, and must be approved by the appropriate Dean or Director and Vice President or designee.  With recommendations of this nature, please maintain appropriate documentation  within your unit.

  • Lump sum payments that exceed $10,000 are to be accompanied  by a written explanation, and must be approved by the appropriate Dean or Director and Vice President or designee.  With recommendations of this nature, please maintain appropriate documentation  within your unit
  • Recommendations for -­‐0-­‐ salary increase due to less than satisfactory performance  are to be accompanied  by a plan for the future, and/or appraisal of the individual's performance.   With recommendations of this nature, please maintain appropriate documentation  within your unit.

TEMPORARY STAFF

All of our Temporary Staff salary schedules (Office, Professional/Administrative, Technical, and Trades/ Service Maintenance) remain unchanged and can be accessed via the web link at http://www.hr.umich.edu/compclass/schedules/index.html

2013-2014 SHIFT PREMIUM POLICY:

The shift premium policy may be viewed at http://spg.umich.edu/pdf/201.55.pdf and shift premium rates are available at http://hr.umich.edu/compclass/schedules/shifton.html

2013-2014 ON-CALL PAY POLICY:

The on-call policy may be viewed at http://spg.umich.edu/pdf/201.36.pdf and on-call rates are available at http://hr.umich.edu/compclass/schedules/shifton.html