Salary Increase Report Guidelines
**THESE GUIDELINES ARE FOR BUDGETING AND PLANNING PURPOSES ONLY. FINAL DECISIONS HAVE NOT
BEEN MADE BY THE BOARD OF REGENTS. **
Guidelines for merit pool and salary increase for faculty, university staff and classified staff.
We are currently planning for a salary pool for faculty and university staff with a range of 0.0% to 3.0% for fiscal year
2016-17. All increases are based on merit, and an employee’s performance will be the basis for determining merit
adjustments. Below are the recommended guidelines for determining merit increases. Merit increases for classified
staff are set by the Colorado Department of Personnel.
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Each Vice Chancellor and Dean will receive a 0.0% to 3.0% merit pool (calculated on occupied salary base
budgets).
The salary increases for faculty and university staff within each unit must average at least or less than the
approved rate. The Chancellor must approve all actions.
Any university staff hired on or after January 1, 2016 is NOT eligible for a merit increase. Any exception must be
approved by Leadership Team.
Any university staff receiving a promotion on or after January 1, 2016 is NOT eligible for a merit increase. Any
exceptions must be approved by Leadership Team.
Any university staff that received an uncompensated merit adjustment on January 1, 2016 IS eligible for a merit
increase.
Any classified staff moving to university staff position WITHOUT a salary increase IS eligible for a merit increase.
Classified staff making a new request to move to a university staff position WITHOUT a salary increase must
submit a university staff job description to HRrecurt@uccs.edu by April 1, 2015 to be eligible for a merit
increase. Any exceptions must be approved by Leadership Team.
Any classified staff moving to a university staff position that receives a promotion on or after January 1, 2016 is
NOT eligible for a merit increase. Any exceptions must be approved by Leadership Team.
Classified staff moving to a university staff position after April 1, 2016 will use the rating they received as a
classified staff member in determining merit (either Meeting Expectations or Outstanding).
Effective budget modeling and data entry for salary increases takes a considerable amount of time. Therefore
we are requesting that all Annual Performance Rating Forms be submitted to Human Resources for faculty by
May 15, 2016 and for university staff by March 1, 2016.
Any faculty or university staff position receiving an evaluation of below expectations or failing to meet
expectations is NOT eligible for a merit increase. Employees who do not have a completed evaluation on file will
NOT be eligible for an increase.
For staff participating in university benefit plans, the university will be paying a benefit contribution that is 100%
of market.
At this time, a pool of 1% for a Cost of Living increase and 1% for a merit increase are being requested for
classified staff by the Governor/Executive staff. However, for classified staff individual increases will be based on
evaluations and placement in the pay range of the individual’s job category.
Important Reminders:
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Salary increases are calculated based on actual salaries.
Compensation pools are calculated based on continuing budgets in occupied salary lines.