3.11 SALARY PLAN
Effective: August 15, 2024
Purpose: To provide guidance on salary increases for University employees.
Scope: This policy applies to all University employees campus wide.
Responsible Office: Human Resources
Policy Statement:
Unclassified
Board of Regents’ policy dictates that all annual increases in salary funded by the State of Kansas be merit based. The performance of each unclassified employee is evaluated annually with salary increments given on the basis of merit.
It is the prerogative of the President to establish campus-wide guidelines and dollar amounts for such matters as cost-of-living adjustments, inequity adjustments, and adjustments for promotions and newly earned degrees. In addition to such campus-wide guidelines each academic unit will establish explicit criteria for an annual evaluation for faculty merit increases, based on the contribution of the faculty member to the discipline, the academic unit, and the institution, with full consideration to the standards and distinctiveness of each discipline. Salary increase amounts after campus-wide increases are defined as University Merit Increases.
Three areas should be considered with a weighted scoring system (e.g. rubrics) established in each: 1) instruction and student-related activities, 2) scholarly/creative activity and professional stature, and 3) service. In addition, if it is relevant to the academic unit, and specific context, consideration may be given to experience while at Emporia State University, and community relations. The academic unit’s criteria used to determine salary increases will be publicized within the unit. When one or more years have elapsed without merit increases, then the two best annual evaluation scores since the last merit adjustment shall be used in a super-scoring method.
University Support Staff
The compensation system is determined by University administration. The compensation system includes position descriptions, job titles, pay ranges, performance reviews, and policies for movement between and within pay ranges. At initial conversion to University Support Staff, each employee retains the same title and pay.
Salary and Title Management
The University is responsible for the development and implementation of a new title management system in conjunction with a new salary system. Existing jobs and pay scales will be evaluated and a comprehensive system implemented over a two (2) to four (4) year period. The new salary administration plan will provide salaries equivalent or better than the current classified service. The current classified system will be used until the new system is defined and implemented. The current job classification system will also be used until the new title management system is defined and implemented.
Pay Increases
Of salary increases, two-thirds (2/3) of the total University Support Staff increase will be distributed across the board to USS employees receiving satisfactory or above on their annual performance review with the remaining one-third (1/3) of the total University Support Staff increase to be distributed through a merit process. Individuals appointed to a USS position will receive no more than one percent (1%) beyond the total University percentage increase approved for USS. (For purposes of illustration, a three percent (3%) increase is approved by the University for USS. Employees receiving a satisfactory on their performance review will receive a two percent (2%) increase. The greatest increase an employee in a USS position would be eligible for would be four percent (4%).) Salary increases, both general and merit based must be funded within the total increase dollars allotted to the individual units.
Definitions: All words and phrases shall be interpreted utilizing their plain meanings unless otherwise defined in another University or Board of Regents policy or by statute or regulation.
Super-scoring - Taking the best scores from each area since the last merit increase.
Procedures: All procedures linked and related to the policies above shall have the full force and effect of policy if said procedures have first been properly approved by the University’s administrator in charge of Human Resources.
[Human Resources procedures - coming soon]
Related Policy Information: [coming soon]