The University of Tennessee FY 2010 Compensation Guidelines
August 17, 2009
University of Tennessee Board of Trustees Meeting 06/17/09
- There are no general salary increases for FY 2009-10. However, salary increases are permissible during the year if any of the following conditions apply, regardless of funding source, in consultation with the local human resources and business offices:
- Promotions in rank
- Promotions resulting from the hiring process in accordance with the current policies
- Job reclassifications resulting from job reviews. The salary adjustment calculation will follow current university policy guidelines. Job reviews are currently limited to the following events:
- Department or sub-department reorganization (requires explanation of reorganization)
- Cyclical scheduling to review entire department
- Elimination of position(s) and assumption of additional duties (requires explanation)
- Job vacancy
- Increases necessary to bring employees up to salary scale minimum
- Increases associated with advancement through approved career ladder plans
- Counteroffers to retain key faculty and staff
- Equity adjustments
- Correction of any university error
- Funding availability, such as budgeted increases in externally-funded proposals or use of payroll savings, is not by itself sufficient justification for authorizing a salary increase.
Approvals
- Until all required approvals are obtained, employees will not be notified of proposed or pending salary adjustments.
- Salary increases for direct reports to chancellors and vice presidents, increases that exceed 10% of base salaries and coaches regardless of the adjustment amount, require approval by the Senior Vice President and Chief Financial Officer or his designee before implementation.
- Chancellors and vice presidents serving as Institute chief administrators, or their designees, are authorized to approve salary adjustments in accordance with these guidelines and are accountable for assuring campus/institute/system compliance.
- Salary increases not covered by these guidelines, along with a justification documenting the need for an exceptional approval, must be submitted to the Senior Vice President and Chief Financial Officer for review accompanied by written approval by the chief business officer of the unit.
- Retroactive salary increases are not permitted unless such occurs due to university error. Departments must provide supporting documentation for any proposed retroactive increase to the chief business officer upon consultation with the human resources office.
