Raise Distribution Guidelines for FY 2014
- The FY14 salary raise pool for Ohio University is 2% for benefits eligible positions.
- For faculty, there will be the potential for an additional 1% mid-year raise pool for retroactive increases effective to July 1, 2013. The availability of this additional 1% raise pool is contingent on fall enrollment (based on new and returning students but excluding e-Learning) creating sufficient new revenue to cover the increase.
- The basis for the 2% raise pool distribution will be as follows:
- Classified - 2% across the board (ATB) increases
- Administrators and Faculty - merit increases
- Colleges may set aside up to 0.5% of the pool for a Dean's discretionary pool to address exceptional merit and equity issues. Specific unit guidelines for distribution of merit increases should be communicated within each planning unit
- Reappointment is scheduled to occur between May 1, 2013 and 12:01 a.m. June 2, 2013. The entire raise pool allocation is to be used for salary increases and the total merit increases for each planning unit cannot exceed the aggregate total of 2%.
- Merit increases are to be based on the quality of an individual's performance as evidenced by her/his performance evaluation. The Provost (or Planning Unit Head for non-academic units) must approve merit increases outside the approved range of 0.5% to 5%. Those requests must be submitted to the Provost (or Planning Unit Head) by June 1, 2013. Employees who receive an increase outside the approved range are to be provided a written explanation of the reasons.
- Once the COMPENSATION 2014 Project is implemented, there will be new pay structures for both the Administrative & Professional staff and for the Classified Nonbargaining staff. Until that time, employees' base pay increases will not be restricted by pay grade maximums.
- The Administrative & Professional and Classified Nonbargaining pay structures have not been adjusted since 2008. In order to maintain current pay competitiveness, both pay structures will move 3% effective the first day of the pay period that includes July 1, 2013. Keep in mind that the net effect of the structure movement and the individual pay increases must result in all employees being paid at least at their respective pay grade minimum.
- Benefits: The major components of the university's health, dental, and vision plans (deductibles, co-pays, benefit levels, etc.) for faculty, administrators and classified staff are remaining the same for fiscal/plan year 2013-2014. While the salary brackets will readjust, health insurance and dental insurance premiums will remain stable for the upcoming year.
- Salary increases related to job reclassifications require prior approval from University Human Resources and occur throughout the year, outside the Reappointment system. Units are expected to absorb reclassification increases within their existing budgets. Keep in mind that the job evaluation process continues to be frozen until implementation of the COMPENSATION 2014 Project, and the reappointment process cannot be used to work around this freeze.
- Post-doc and grant funded position increases, if available from the funding source, must follow the above raise pool guidelines.
Chief Human Resources Officer