Pay Increases

Assuming adequate funding, pay increases for UNL employees will normally occur on July 1. Distribution of pay increases is determined according to guidelines established by the Board of Regents and UNL administration.

Promotion or Reclassification

Employees promoted or reclassified to a higher salary grade receive at minimum a five percent pay increase per salary grade to a maximum of 15 percent per salary grade. When circumstances warrant, Human Resources may approve a salary that varies from this. The new salary must be within the established range for the new salary grade.

Salary increases exceeding five percent per salary grade must have the approval of Human Resources, if the new salary is greater than the minimum of the new salary grade.

Lateral Transfer

An employee transferring to a position of the same class or to a class of the same salary grade shall not receive an increase in salary as a result of the transfer.

Demotion

Demotions are for corrective action reasons and will result in a minimum of a five percent reduction in pay.

An employee may not be paid below the minimum regular rate within the new salary grade.

NOTE: Demotion of an employee requires prior approval from Human Resources.

Transfer to a Lower Salary Grade

An employee who transfers to a position of a lower salary grade for other than corrective action reasons may be required to take a pay reduction. Some circumstances, for example the rate of pay for other employees in the department, may be considered as reasons for a decrease in pay.

NOTE: Any reduction in pay requires prior approval by Human Resources.

An employee who transfers into a position of a lower salary grade may not be eligible for a pay increase if a promotion occurs later.

Reclassification to a Lower Salary Grade

An employee who occupies a position reclassified to a lower salary grade will not receive a reduction in pay. (For more information about reclassification see Section 103, Classification.)

Completion of the Original Probationary Period

Upon successful completion of the original probationary period, an office/service employee shall receive an increase to the minimum regular rate for the position effective on the first day of the pay period in which probation is completed. An employee hired at or above the minimum regular rate will not receive an increase. The pay increase is activated by a Personnel Action Form initiated by the hiring department. For all employees (office/service and managerial/professional) a PAF should be submitted upon successful completion of original probation indicating the change in status from probation to regular.

Regular Employee Status / Minimum Regular Rate

Once an office/service employee has satisfactorily completed the original probationary period, the employee's salary must be at least the minimum regular rate of the assigned salary grade.

Performance Increases

With approval of the appropriate vice chancellor, a department may give a performance increase (in addition to the normal July 1 increase) to a regular employee who has worked in the same classification for at least six months. Such an increase requires written evidence of the employee's performance.

Such increases may be given on January 1 and July 1 for all-year employees and at the beginning of an academic year or at the beginning of the second semester for academic year employees. Performance increases at any other time of the year require approval of the University of Nebraska president.

Note: Red text indicates a policy revision (May 1998).

Situations in which it is appropriate to consider a performance increase include but are not limited to:

• When an employee has performed in an outstanding manner to complete a special assignment.
• When an employee has reached a new educational level.
• When an employee has earned certification or license that reflects a greater knowledge base or competency in an area pertinent to job performance.
• When an employee's performance has been documented as outstanding.

A percentage may be added to the employee's base salary causing all future increases to be computed from the higher base. Salary may not be increased above the maximum rate of the salary grade. Any performance increase must be at least one percent of the employee's salary. Performance increases in a single year may not exceed ten percent of the employee's base salary.

In order to be considered for a performance increase, an employee must have outstanding performance documented by a recent performance evaluation report. The request for the performance increase should be initiated with a PAF accompanied by a letter of justification from the department. Such an increase will require approval by the appropriate dean and/or director, by the appropriate vice chancellor, and by Human Resources. Vice chancellors may set up additional criteria or procedures in their individual areas.

Typical procedures for approval of performance increases:

• Department submits to dean or director a PAF, along with a letter of justification and appropriate documentation.
• Dean or director recommends to vice chancellor.
• Vice chancellor refers recommendation to performance increase committee that will screen for consistency in standards required for performance increases.
• (Performance increase committee is appointed by vice chancellor and includes three members selected from heads, directors, and/or deans in vice chancellor area.)

Responsibility Pay

Responsibility pay is appropriate in two circumstances:

• When there is a temporary increase in responsibilities.
• When there is a permanent increase in responsibilities that is significant but not enough to warrant reclassification of the position. In this case responsibility pay will be added to the base salary.

Responsibility pay must be approved by Human Resources.

Note: Red text indicates a policy revision (May 1998).

Implementation of Salary Changes

Except for University-wide fiscal year increases, all salary changes at UNL are implemented with the Personnel Action Form (PAF). (For an in-depth discussion on PAFs see Policy Interpretation.)

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If you would like more information about the department of Human Resources, visit the Human Resources website or call 402-472-3101. You may also email questions about Human Resources policies or procedures to hroffice2@unl.edu.