FY 2014 Compensation Guidelines
In addition to any general salary increases proposed for FY 2013-14, salary increases and incentive or bonus payments are also permissible during the fiscal year if any of the following conditions apply, regardless of funding source (funding availability, such as budgeted increases in externally-funded proposals or use of payroll savings, are not by themselves sufficient justification for authorizing a salary increase or an incentive or bonus payment), in consultation with the campus or institute human resources and business offices and subject to the approvals following the list of conditions:
- Promotions in rank.
- Promotions resulting from the hiring/transfer process in accordance with policy.
- Job reclassifications resulting from job reviews. Any salary adjustments are in accordance with policy. Job reviews involving potential compensation changes are currently limited to the following events:
- Department or sub-department reorganization (requires explanation of reorganization)
- Reclassification of position(s) and/or assumption of additional duties (requires explanation)
- Cyclical position review according to current protocol
- To bring employees to salary schedule minimums.
- Advancement through approved career ladders.
- Contractual agreements.
- Equity: Increases based on comparison with others in the same job title and work unit who have comparable qualifications and performance.
- Market: Increases implemented under extraordinary circumstances, providing non-standard “off-cycle” salary increases to faculty and staff in positions acutely critical in support of the university’s mission; implemented on a case-by-case basis, in consideration of the external job market for similar positions.
- Performance: Increases based on documented performance and contributions to achieve established performance goals within a defined period with a pre-approved method to assess an employee’s performance in relationship to others.
- Counter Offers: To retain key faculty or staff in positions both critical to business needs and difficult to refill.
- Individual Incentive Payment: An after-the-fact, non-discretionary lump-sum payment to reward the accomplishment of specific results determined and documented at the onset of a defined period.
- Incentive Compensation Plan Payment: Payment pursuant to a campus, college, or program-wide plan providing for an after-the-fact, non-recurring lump-sum payment to all eligible employees as a reward for accomplishing specific predetermined results. Results must be documented with specific cost savings and/or revenues identified at the
onset of a defined period.
- Bonuses: An after-the-fact, discretionary lump-sum payment to recognize exceptional service at a point in time.
- Correction of any university error.
- Employees will not be notified of proposed or pending salary increases or incentive or bonus payments until all required approvals are obtained.
- Salary increases that exceed 10% of base salaries, except as provided in Human Resources Policy HR0455, and salary increases for coaches and athletics directors, regardless of the adjustment amount, require approval by the Chief Financial Officer or his designee before implementation.
- Salary increases and incentive or bonus payments for the Chancellors and other elected University Officers must be approved by the Board of Trustees on the recommendation of the President and the Executive and Compensation Committee.
- Incentive Compensation Plans must be approved by the University’s Compensation Advisory Board, the Chief Financial Officer, and the President.
- Chancellors and Vice Presidents serving as Institute chief administrators, or their designees, are authorized to approve salary increases and incentive or bonus payments in accordance with these guidelines and are accountable for assuring campus/institute/system compliance.
- Salary increases and incentive or bonus payments outside these guidelines, along with written justification documenting the need for an exceptional approval, must be submitted to the campus or institute chief business officer (CBO). If approved by the CBO, the request is submitted to the CFO for approval.
- Retroactive salary increases are permitted only (1) if specifically authorized by a pre-approved salary plan, properly executed contractual agreement, pre-approved incentive plan, or action of the Board of Trustees; (2) upon reclassification of a position; (3) for UTIA employees due to county government budget circumstances; or (4) to correct University error. In consultation with the campus/institute human resources, departments must provide supporting documentation for a retroactive increase to the campus/institute/system administration CBO for approval.
Approved by the University of Tennessee Board of Trustees June 20, 2013
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The University of Tennessee at Martin