July 10, 2017 Pay Raise and September 10, 2017 High-Turnover Adjustment

The General Assembly and Governor's Office has approved merit-based pay increases for state employees in several classifications including instructional faculty, A&P faculty, classified staff, and wage employees.




Who is eligible for an increase this year?

  • Full-time instructional faculty employed on or before April 10, 2017 who remain continuously employed and have a satisfactory performance evaluation on their most current evaluation on file will receive a 3% increase.
  • Full-time administrative and professional faculty employed on or before April 10, 2017 who remain continuously employed and have a satisfactory performance evaluation on their most current evaluation on file will receive a 3% increase.
  • Full-time classified staff employed on or before April 10, 2017 who remain continuously employed and have at least a contributor rating on their most recent evaluation (most evaluations would have been completed fall 2016  will receive a 3% increase.
    • There will be a separate 2% increase for DHRM determined high-turnover job classes, effective September 10, 2017 (see "Who is eligible for the high-turnover increase?" below).
  • Non-Student Wage employees hired on or before April 16, 2017, who remain continuously employed and who are performing at a satisfactory level according to the standards for the hiring department, will receive a 2% hourly pay increase. 

What is the effective date of the pay increase?

  • Eligible 12-month faculty and classified staff will receive their increase in the pay period starting July 10, 2017 and paid on July 31, 2017.
  • Less than 12-month faculty will receive the increase in the pay period starting August 25, 2017 and paid on September 15, 2017.
  • Less than 12-month classified staff and A&P faculty will receive the increase in the pay period after they return to work following their rest period.
  • Wage employees will receive the increase in the pay period starting July 16, 2017 and paid on August 16, 2017

How will I know what my new salary will be?

Your new salary can be seen in My Madison on July 10, 2017 (12-month) or August 25, 2017 (less than 12-month instructional faculty).

What if I worked at a different state agency before being hired at JMU after April 10, 2017?

As long as you were hired in a state agency on or before April 10, 2017 with no breaks in service and have a satisfactory performance evaluation on file, you will be eligible for the July 10 performance based increase.

I am paid from a grant or contract, is the increase optional if the funding is not available?

As this is a general increase authorized by the Commonwealth of Virginia, the increase is not optional and must be supported by the sponsor.

Please contact the Office of Sponsored Programs Accounting if you have questions regarding grants or contracts.

What happens to my raise if I am on leave without pay?

Employees on leave without pay status will receive the raise when they return to active status.

When do I get the raise if I am on leave with pay?

Eligible faculty on paid leave will receive the increase on July 10 (12-month) or August 25 (10- month).

What happens to classified employees who are in a leave status on July 10?

  • Otherwise eligible employees who are on short-term disability or other paid leave will receive the increase on July 10, 2017.
  • Classified employees on leave without pay are not eligible until they return to work or are on paid leave.

How will promotion and tenure raises be applied?

  • For 12-month faculty, the order of the increases are:
    • Promotion and tenure first (effective June 25, 2017)
    • 3% VA State increase next (effective July 10, 2017)
  • For 10-month faculty, the order of the increases are:
    • Promotion and tenure first (effective August 25, 2017)
    • 3% VA State increase next (effective August 25, 2017)

Who is eligible for the high-turnover increase?

  • Based on recommendations from the state employee compensation workgroup in Richmond, employees in the roles listed below are eligible to receive a 2% salary adjustment for high-turnover roles effective September 10, 2017:
    • Housekeeping & Apparel Worker I
    • Registered Nurse I
    • Registered Nurse II/Nurse Practitioner I/Physician’s Assistant
  • All full-time employees in the roles listed above who are employed in salaried positions as of June 10,2017, are eligible for the 2% additional increase subject to the performance criteria outlined in # 12 below.
  • Employees do not have to meet the eligibility dates for the July increase in order to receive the 2% increase.

How will this increase affect classified pay bands?

  • The minimum of each classified pay band will increase by 3%.
  • The maximum of each classified pay band will increase 3% plus $6,793.

The new Pay Bands are as follows:

JMU FY18 Pay Band Ranges

Pay Band

Effective July 10, 2017

Minimum

Maximum

1

$16,472

$46,778

2

$21,521

$57,644

3

$25,718

$66,683

4

$33,598

$83,649

5

$43,892

$105,811

6

$57,342

$134,764

7

$74,913

$172,594

8

$97,863

$222,012

9

127,852

Market

Do I need to evaluate all my employees?

  • Non-Probationary Classified Staff must have at least a 2016 performance evaluation on file in HR to be eligible for the increase. If the employee successfully completed their probationary period after October 1, 2016, their final Probationary Progress Review form is acceptable for eligibility.
  • Classified probationary employees must have a rating of “Contributor” on their most recent probationary progress review.  Human Resources will consult with supervisors to ensure that probationary progress review forms are received.
  • Administrative and professional faculty evaluations conducted last summer are sufficient for eligibility.
  • Supervisors of instructional, administrative and professional faculty members should contact HR if their employee’s performance rating is equal to below contributor.
  • Non-Student Wage employees should be performing at a satisfactory level according to the performance expectations of the hiring department in order to receive the increase. Supervisors should contact HR regarding those employees who are not performing at a satisfactory level.

What should I do if one of my employees received a contributor rating in fall of 2016 but their performance has deteriorated significantly?

You should contact your HR Consultant at 8-7247 for guidance as soon as possible and no later than June 25, 2017. Options that may be available are conducting interim evaluations, probationary evaluations or issuing a notice of improvement needed. If the performance is now unsatisfactory overall and documentation exists to support that, the employee may not be eligible for the increase.

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