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B. Pay Practice Chart

Starting Pay - New employees and rehires Negotiable from minimum of pay band up to 10% above current salary not to exceed pay band maximum or budgeted amount. Exceptions above 10% may be made with approval of division head. Shared accountability
Promotion (Movement to a different Role in a higher pay band) Negotiable from minimum of new pay band up to 15% above current salary. Increases above the available budget or above 15% must be approved by the appropriate division head. Shared accountability
Voluntary Transfer - Competitive (Movement within same Role or to different Role in the same pay band) Negotiable from minimum of pay band up to 10% and up to 15% with appropriate division head approval not to exceed pay band maximum or budgeted amount. Salary changes exceeding the budgeted amount must be approved in advance by the appropriate division head. Shared accountability
Voluntary Transfer - Non-Competitive (Movement to different Role in the same pay band) Negotiable from minimum of pay band up to 10% above current salary not to exceed pay band maximum or budgeted amount. Shared accountability
Lateral Transfer - Non-Competitive (Movement to same Role in the same pay band) No increase allowed Shared accountability
Voluntary Demotion (Movement to a different Role in a lower pay band) Negotiable from minimum of pay band up to current salary not to exceed pay band maximum. Salary will be reduced by a minimum of 5%. (University option to freeze salary above maximum for 6 months.) Shared accountability
Temporary Pay (Assuming new duties and responsibilities on a temporary (six months) basis) For Higher Pay Band 0-15% above current salary not to exceed pay band maximum;
For Same Pay Band 0-10% increase not to exceed pay band maximum
Shared accountability
Role Change Upward: 0-10% increase or to minimum of higher pay band. Must be funded from University Central Pool;
Downward: No change in salary unless above maximum of the lower pay band, reduce after six months Must be funded from University Central Pool;
Lateral: 0-10% increase not to exceed pay band maximum. Must be funded from University Central Pool.
Centralized (approved by HR)
In-band Adjustment (Change in duties, Application of new KSA's, competencies, Retention, Internal alignment) 0-10% increase not to exceed pay band maximum; maximum 10% per fiscal year for In-band Adjustments (to include any increase for Lateral Role Change). Must be funded from University Central Pool. Centralized (approved by HR)
Disciplinary or Performance-related Salary Action Minimum 5% decrease or to lower pay band Shared accountability
Competitive Salary Offer Offer must be in writing. Increase not to exceed maximum of pay band. Must be approved in advance by the appropriate division head. Special circumstances apply if the offer originates from another state agency. Shared accountability

C. Pay Practice Process

For each of the pay practices noted above, departments must process a Personnel Action Request form (PAR) and a Pay Action Worksheet (PAW). (View forms page) Managers and supervisors must obtain the appropriate signatures on these documents and submit them to Human Resources.

Human Resources will track salary changes on a quarterly basis in order to monitor compliance with this Plan.

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