|
Note: the President’s salary is determined by the Arizona Board of Regents. His current salary continues at $260,000.
General Information
- All increases will be effective July 2, 2005. Most employees will see the full increase reflected in their paycheck of July 22, 2005.
- A salary notice will be sent the week of July 18 – 22 to all employees who received an increase.
- Eligible individuals funded through sources other than state appropriated General Funds (auxiliaries, grants, etc.) will receive these salary increases paid for by their respective funding sources.
1.7% General Salary Adjustment – Effective July 2, 2005
Eligibility:
- Must have a hire date into an eligible position not later than July 2, 2005.
Includes:
Regular, benefit-eligible
- classified staff
- service professionals
- faculty (tenure track and non-tenure track)
- academic professionals
- administrators
Other groups eligible for the increase:
- regular hourly (non-benefit eligible) classified staff
- graduate assistants
◦ those who are working on July 2, 2005 will receive the adjustment
◦ those with a letter of appointment for academic year 2005-2006 or other
appointment period starting after July 2, 2005 will have the increase figured in
their stipend
The following employee groups are not eligible:
- temporary employees
- student workers
- part-time faculty
Merit Increase for Classified Staff
The increase will be calculated according to the respective performance appraisal score and the ‘compa-ratio’ of the employee’s salary. The compa-ratio (also known as the percent of midpoint) is calculated by dividing the employee’s salary by the midpoint of their salary grade (see Classified Staff Job Titles with New Grades table). Please note that all calculations for the compa ratio are done based on the annualized salary but will be prorated if employee works less than a full year or less than full time equivalency (FTE).
NOTE: The distribution percentages below include the 1.7% general salary adjustment.
Includes:
- Regular, benefit-eligible classified staff
- Regular, hourly (non-benefit eligible) classified staff
Eligibility:
- Must have a hire date into an eligible position not later than July 2, 2004
- Must have continuous service since July 2, 2004
- Must have been on active status* (not on leave) between July 2, 2004 and July 2, 2005 for equal to or greater than 182.5 calendar days for fiscal year employees.
- Must have satisfactory or higher performance score (level 3, 4, or 5) on performance appraisal dated June 1, 2004 or later
* Military leaves will be considered “active status” for the purposes of eligibility for this
increase.
Merit Increase for Service Professionals – Effective July 2, 2005
The increase will be calculated according to the respective performance appraisal score.
Note: The merit distribution percentages include the 1.7% general salary adjustment.
Level 5: 4.25%
Level 4: 3.75%
Level 3: 3.25%
Includes:
- Regular, benefit-eligible service professionals
Eligibility:
- Must have a hire date into an eligible position not later than July 2, 2004
- Must have continuous service since July 2, 2004
- Must have been on active status* (not on leave) between July 2, 2004 and July 2, 2005 for equal to or greater than 182.5 calendar days for fiscal year employees. (This eligibility period is prorated based on contract length.)
- Must have satisfactory or higher performance score (level 3, 4, or 5) on performance appraisal dated August 1, 2004 or later
* Military leaves will be considered “active status” for the purposes of eligibility for this
increase.
Market Increase for Faculty, Academic Professionals, and Administrative Faculty (below the position of executive director) – Effective July 2, 2005
The increase for tenure-track and tenured faculty and instructors will be calculated to bring salaries to 85% of market for public doctoral institutions with total budgets between $275 and $500 million (as determined by market studies from the College and University Personnel Association – CUPA). For non-tenure-track ranked faculty (visiting/clinical Assistant, Associate and Professors), the target is 82% of the same market. Lecturer and Senior Lecturer targets are 68% and 76.5%, respectively, of the assistant professor market salaries.
Note: The 1.7 % general adjustment is included in the market increase for those eligible.
Includes:
Regular, benefit-eligible
- faculty (tenure track and non-tenure track)
- academic professionals
- administrative faculty below the position of executive director
Eligibility:
- Must have a hire date into an eligible position that is not later than July 2, 2005
- Must have review rating of satisfactory or higher to receive a market adjustment
Merit Increase for Faculty, Academic Professionals, and Administrative Faculty (below the position of executive director) – Effective July 2, 2005
Merit data from ratings of AY02, AY03 and AY04 will be combined to determine the merit % increase, up to a maximum of 2.55%. For those faculty having performance ratings of satisfactory or above during those three years, the minimum merit increase will be 1.55%.
Includes:
Regular, benefit-eligible
- faculty (tenure track and non-tenure track)
- academic professionals
- administrative faculty below the position of executive director
Eligibility:
- Must have a hire date into an eligible position not later than September 1, 2004
- Must have continuous service since September 1, 2004
- Must have been on active status* (not on leave) between September 1, 2004 and
September 1, 2005 for equal to or greater than 182.5 calendar days for fiscal year
faculty or equal to or greater than 135 calendar days for academic year faculty.
(This eligibility period is prorated for those faculty whose scheduled work is only
a portion of the calendar or academic year periods.)
- Must have review rating of satisfactory or above
* Military leaves will be considered “active status” for the purposes of eligibility for this
increase.
Market Increases for Administrators (below the position of Vice President) - Effective July 2, 2005
Increases were based on the market data for public doctoral institutions with total budgets between $275 and $500 million (as determined by market studies from the College and University Personnel Association – CUPA). In most cases, salaries were calculated to be brought to a minimum of 80% of the market average.
For those eligible for the market adjustment, the 1.7 % general adjustment is included.
Eligibility:
Administrators performing at a satisfactory level or higher
Merit Increases for Administrators (below the position of Vice President) - Effective July 2, 2005
Merit increases of $2,000, $4,000 or $6,000 (prorated by FTE) were determined by supervisors and were based on performance and market position.
Eligibility:
Administrators performing at a satisfactory level or higher
Executive Directors within Colleges – Effective July 2, 2005
Academic year salaries were increased according to the faculty rules for market and merit. The academic year salary was then expanded to twelve months and adjusted for the administrative role.
Eligibility:
Executive directors within colleges performing at a satisfactory level or higher
Vice President Market and Merit Increases
Vice President’s have received the 1.7% general adjustment. Other increases are pending, as they must be approved by the Arizona Board of Regents Compensation Committee. Recommended increases follow the same elements as the administrator market and merit increase – in most cases bringing salaries to a minimum of 80% of CUPA and awarding $2000, $4000, or $6000 in merit.
Note: the President’s salary is determined by the Arizona Board of Regents. His current salary continues at $260,000. |
