Salary increases and/or adjustment moneys are dependent on the University’s allocation from the Board of Regents through the State of Georgia legislative appropriations process.

A classified employee (classified employees are defined as benefit eligible employees who are not identified as faculty) must complete his/her six month provisional period before being eligible for promotion, demotion or lateral transfer. In order to be entitled to receive a merit increase, classified employees must be employed a minimum of three months prior to the preparation of the fiscal year budget.

There are typically five types of salary increases and salary adjustments:

1. Merit

A merit increase is a performance-based salary increase.

2. Market Adjustments

A form of salary increase based on criteria other than merit. This adjustment could be to establish equity within a unit or vice presidential area or an adjustment based on market conditions. The institution does not receive any additional funding for these adjustments and must do internal shifting of moneys whenever these types of salary increases are awarded.

3. Promotions

A promotion is defined as a shift of an employee from one position to another position on a higher pay grade than his/her current position. The amount offered for a promotion cannot be less than the new pay plan minimum but any additional moneys are dependent on the departmental budget.

When an employee is promoted due to applying for an advertised position the employee may receive any amount up to:

a. the minimum of the pay plan
b. the difference between the two pay plan minimums added to his/her current salary/or
c. with HR approval up to the midpoint of the pay plan
d. with Vice President of Division of Business & Finance approval, any amount above the midpoint of the pay plan.

When an employee is promoted due to reclassification the employee receives up to:

a. the minimum of the pay plan
b. the difference between the two pay plan minimums added to his/her current salary/or
c. with HR approval up to 15% above the minimum of the pay plan

The department head must prepare written justification and submit to the Human Resources Generalist. Criteria for additional money should be based on an employee’s exceptional experience and/or education.

4. Demotions or Lateral Transfers

Demotion

A demotion is when an employee is selected to fill a vacant position with a lower pay grade. Whenever this occurs, Human Resources will determine, in consultation with the hiring manager, a rate of pay at any point from the minimum rate of the new job classification’s pay grade up to the present salary of the employee, provided that the present salary does not exceed the maximum amount authorized for the new job classification.

Whenever an employee is demoted he or she cannot receive a pay increase. The salary rate may also depend on departmental funding and is linked to the vacant position, not the employee's current rate of pay.

Lateral Transfer

A lateral transfer is when an employee moves from one position to another position that is on the same pay grade regardless of the title of the new position.

When an employee is moved to a lateral position due to either applying for an advertised position or via the reclassification process the employee may:

a. transfer at his current rate, provided it does not exceed the maximum of the pay grade
b. with HR approval, receive up to the midpoint of the pay plan
c. with Vice President of Division of Business & Finance approval, receive any amount above the midpoint of the pay plan.

The department head must prepare written justification and submit to Human Resources. Criteria for additional money should be based on an employee’s exceptional experience and/or education.

5. Temporary Salary Increases

The institution authorizes supplemental compensation on a case by case basis. There are times an employee is asked to perform duties outside his/her normal scope of responsibility or absorb work previously performed by an employee who has resigned or is on an extended leave of absence. If these duties are ongoing it may be necessary to provide a temporary supplement to the employee. This supplement does not become part of the employee’s base compensation, and it ceases when the temporary assignment is over. This supplement is subject to approval by Human Resources.

The following conditions apply:

  1. Whenever an employee is asked to assume additional duties or duties with a higher level of responsibility or complexity, the period of time should not exceed six months.
  2. The amount of the supplement may be affected by departmental funding availability.