Wage Schedules: Annual Salary Program Procedures

Memorandum From:

Teresa Sullivan, Provost and Executive Vice President for Academic Affairs
Timothy P. Slottow, Executive Vice President and Chief Financial Officer

Date: June 19, 2009

General Information

This announcement includes instructions for preparing the 2009-2010 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 2009-2010 will be effective as follows:

  • August 23, 2009, for staff paid bi-weekly (first pay date at the new rate will be September 11, 2009); and
  • September 1, 2009, for faculty and staff paid monthly (first pay date at the new rate will be September 30, 2009).

Due Dates and Routing

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

If the file attach method is not used, individual Submittal forms (see Salary Change Step by Step procedure on MAIS LINC) for all faculty and staff who are to receive a salary program increase should be submitted to Human Resources Records and Information Services, 4073 Wolverine Tower 1281, no later than August 24, 2009 for bi-weekly and September 1, 2009 for monthly.

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 $21,500.

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.

Special Note:  Current economic conditions place the largest burden on the members of our staff who are paid the least.  Again this year, unit salary programs should incorporate appropriate recognition of the needs of the lowest paid staff members.  UHR can provide advice on various strategies.  Units should contact their UHR Representative for assistance.

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 are 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.

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 2009-2010 program year for faculty and staff.
  • A 2009-2010 lump-sum salary payment may not be considered to be an advance against a 2010-2011 base salary increase.

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.

Units can also reference the Pay Delivery approaches document which presents information on alternative methods beyond base pay that can be used to compensate employees. The document may be accessed by clicking on, Pay Delivery Approaches: Guidelines on Alternative Methods of Compensation.

2009-2010 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, 2009, based on individual merit and labor market factors by discipline.

CAREER FAMILY CLASSIFICATION STAFF (Health System, please refer to UMHS specific salary program guidelines)

  • Overall average salary program increases should not exceed the designated guidelines provided via budget memos or by the Provost.
  • 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.
  • Lump sum payments that exceed $10,000are to be accompanied by a written explanation, and must be approved by the appropriate Dean or Director and Vice President or designee.
  • Recommendations for -0- salary increase due to less than satisfactory performanceare to be accompanied by a plan for the future, and/or appraisal of the individual's performance.

Note: Units have the option of using a file attach method for adjustments or M-Pathways Submittal forms. The process for using the file attach method can be found in My LINC at Wolverine Access http://wolverineaccess.umich.edu/ Units are encouraged to have appropriate staff review the online training guides to become familiar with the forms and procedures.

TEMPORARY STAFF

Temporary Staff salary schedules remain unchanged and are effective June 29, 2008 and can be accessed via the web link at http://www.hr.umich.edu/compclass/schedules/index.html.

2009-2010 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.

2009-2010 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.