Advancement Within Zone
Using the online job description unit leadership reviews and updates the job description and determines that the addition of duties, assignments, or employee competencies warrants advancement within the zone. The increase and rationale for this increase are documented in the Salary Considerations Section of the job description.
Advancements that exceed 10% per action require HR concurrence.
Promotion to a Higher Zone
Using the online job description unit leadership reviews and updates the job description and, upon reviewing the Zone Placement Matrix, determines that the addition of duties, assignments or responsibilities warrants promotion to a new zone.
Promotions that exceed 20% per action require HR concurrence.
Market or Equity Adjustments
If unit leadership feels that staff pay is out of alignment with the market, or that internal pay equity issues exist, they are encouraged to contact HR to initiate a review of staff compensation. The rationale for market adjustments, including counter offers, and equity adjustments must be documented on a Salary Determination Form. Market adjustment requests should identify the applicable market comparisons. Outside offers should be verified by the department prior to submission of request. Equity adjustment requests should specify which individuals/jobs are being compared and how are they comparable. These pay increases require HR concurrence.
Performance or Merit
Performance increases may be given on January 1 and July 1 for 12-month employees, and at the beginning of the academic year and beginning of the second semester for academic year employees. Performance increases may not exceed 10% of an individual's salary within a fiscal year. Performance increases require approval of the appropriate dean or director and vice chancellor.
Temporary Responsibility Pay/Overload
Temporary increases in pay may be appropriate when there is a temporary increase in responsibilities. This should occur only when the increased responsibility is work performed outside of the assigned job and at a higher level of classification. Temporary increases are limited to 20%. Rate change and rationale for the temporary increase may be documented either on a Salary Determination Form or other written documentation. Preferably, HR consultation should be obtained prior to submission of PAF. Requests may be submitted by e-mail to hrclasscomp@unl.edu.
Limitations
Salary increases for the purpose of advancement, promotion or performance may not exceed 2 occurrences in a fiscal year without prior approval from HR. Salary increases from the Legislature are not included in this limitation.
HR may intervene in a salary offer if it in any way creates a legal liability for the university. HR may stop a pay change for an existing employee or change the amount if they determine that the change amount will create a legal liability for the university.
Reduction in Pay
Reductions in pay may either be voluntary or involuntary. Specifically:
- Voluntary Reduction may occur when an employee either accepts or requests a decrease in pay. This may be as result of reclassification or placement in another position. If the employee remains in same position, a revised online job description must be approved prior to salary reduction. HR provides consultation/review prior to effecting the action.
- Demotion will occur if a corrective action or disciplinary reduction in job assignment results in a decrease in pay. A revised online job description must be prepared, and HR must approve the reduction in pay action prior to employee notification or changing of pay.