Search form

Compensation

Current Salary Allocation Guidelines

The Salary Allocation Guidelines help support the process of implementing salary increases for staff and faculty. The Salary Guidelines apply to faculty and staff of the University of Kentucky. The Guidelines do not apply to UK Healthcare employees, since UK Healthcare operates on a different financial and salary allocation cycle.

The Salary Allocation Guidelines are intended as a resource for UK Area Fiscal Officers and Budget Officers.

Click here to view or download the Salary Allocation Guidelines as a PDF document. Text of PDF document is shown below.

Letter from the Office of the Executive Vice President for Finance and Administration
Date: April 17, 2013

Dear Colleagues,

As part of the two-year budget planning process, President Capilouto allocated a 5% salary raise pool for FY14 (beginning July 2013). We are pleased to announce the process for allocating this pool.

To this end, a plan for implementing this salary raise allocation was vetted with academic leadership and President Capilouto has accepted the recommendations. The accompanying plan applies to all faculty and staff at the University of Kentucky, with the exception of UK Health Care employees. UK Health Care operates on a different financial and raise cycle.

In order for the salary raise pool to have the most impact, the University will hold parking rates constant for FY14 and the employee healthcare costs will not change for most employees.

Please know that the outstanding work that you do on behalf ofthe University of Kentucky is greatly appreciated.

Sincerely,
Tim Tracy, Interim Provost
Eric N Monday, EVPFA

University of Kentucky
FY 2013-14 Salary Allocation Plan
All Regular Employees (Excluding UK Healthcare)

Summary

Faculty and staff at the University of Kentucky should be rewarded for excellent performance through a variety of mechanisms, including raises in salary. For FY 2014 beginning July 1, 2013, the University will provide a 5% raise pool for employees.

  • 5% will be available for distribution as a reward for meritorious performance (with a minimum of two percent (2%) adjustment for all eligible staff).
  • The allocations of the merit raise are subject to the review and approval of the President, Provost or Executive Vice President for Finance & Administration, as applicable.

Details

Eligibility criteria including required minimums and maximum allocations are as identified on the attached guidelines for the FY 2013-14 Salary Allocation.

The salary pool shall not be used to support programming or supplant any budget cuts.

Should you have any questions, please contact the area fiscal officer.

Guidelines for the FY 2013-14 Salary Allocation – Excluding UK Healthcare
2013-14 Operating Budget

Faculty

  • A five percent (5%) salary pool is to be allocated among all eligible regular faculty. The five percent (5%) salary increase pool is allocated as follows:
    • Five percent (5%) will be distributed to recognize meritorious performance, to address pay inequities, etc. For the recognition of meritorious performance, the allocations to faculty should be commensurate with levels of performance.
  • The salary pool for faculty may be augmented from other recurring funding sources.
  • Any salary adjustment greater than 10% for faculty must be approved by the Provost or President, as applicable.
  • Salary increases (regardless of fund sources) shall be awarded to faculty holding regular positions (Personnel subareas 0001-0005) and in good standing in accordance with these guidelines.
  • Salary increases will be effective July 1, 2013.
  • Do not notify employees of individual salary increases until notified by the appropriate Area Fiscal Officer.

Eligibility

  1. Faculty must hold a regular position as of February 1, 2013 and not be considered a UK Healthcare employee (Personnel Area = 1500).
  2. Faculty must have satisfactory or better performance for calendar year 2012 as measured by the performance evaluation score or other indicator(s). Faculty hired after December 31, 2012 and on or before February 1, 2013 are eligible if their performance during this period is deemed satisfactory by the department or unit head.
  3. Faculty with no documented performance score or indicator for calendar year 2012 are eligible if their performance is deemed satisfactory by the department or unit head.
  4. Faculty that did not perform at least satisfactory for calendar year 2012 as measured by the performance evaluation score or other indicator(s) are not eligible for the merit increase.
  5. Any former administrator, whose salary was not adjusted back to faculty salary levels upon leaving the administrative role, will not be eligible for the merit increase.

FY 2013-14 Salary Allocation Guidelines – Faculty

Special Considerations

  1. A separate pool of funds will be provided for faculty promotions.
  2. The salary pool shall not be used to support programming or supplant any budget cuts. The allocated raise pool must be distributed to eligible faculty.
  3. If a faculty member is appointed to an endowed chair or professorship, it is expected that the proportionate salary increase of his or her salary base will come from endowment income. In those cases where sufficient funds for salary increases are not available (including accumulated spending distributions), other fund sources must be identified.
  4. In those cases where funds for salary increases are not available from the current fund source, other funds must be identified. Lack of funding from a position’s original funding source cannot prevent the establishment of the salary pool.
  5. The faculty salary pool cannot be combined with the non-exempt and exempt staff salary pool.
  6. The allocation of the FY 2013-14 merit salary increase is subject to review and approval by the Provost or President, as applicable.

Guidelines for the FY 2013-14 Salary Allocation – Excluding UK Healthcare
2013-14 Operating Budget

Non-Exempt/Exempt Staff

  • A five percent (5%) salary pool is to be allocated among all eligible non-exempt and exempt regular staff. The five percent (5%) salary increase pool is allocated as follows:
    • Five percent (5%) will be distributed to recognize meritorious performance, with a minimum of two percent (2%) adjustment for all eligible staff. The remaining three percent (3%) may also be used to address pay inequities, etc. For the recognition of meritorious performance, the allocations to non-exempt and exempt staff should be commensurate with levels of performance.
  • The salary pool for staff may not be augmented from other recurring funding sources.
  • Any salary adjustment greater than 10% for staff must be approved by the President, Provost and or Executive Vice President for Finance and Administration, as applicable.
  • The merit salary increase (regardless of fund sources) shall be awarded to eligible non-UK Healthcare staff holding regular positions (Personnel subareas 0001-0005) and in good standing in accordance with these guidelines.
  • The current salary scales will increase as reflected in Attachments I and II. All regular staff shall be paid at least at the revised minimum of the salary scales, as applicable. An additional pool of funds is to be used for salary scale adjustments. The salary scale adjustments are not to be funded from the five percent (5%) salary pool.
  • Salary increases will be effective July 1, 2013.
  • Do not notify employees of individual salary increases until notified by the appropriate Area Fiscal Officer.

Eligibility

  • Staff must hold a regular position as of February 1, 2013 and not be considered a UK Healthcare employee (Personnel Area = 1500).
  • Staff must have satisfactory or better performance for calendar year 2012 as measured by the performance evaluation (PE score greater than or equal to 3.0). Staff hired after December 31, 2012 and on or before February 1, 2013 are eligible for the merit increase if their performance during this period is deemed satisfactory by the department or unit head.
  • Staff with no documented performance evaluation score for calendar year 2012 are eligible if their performance is deemed satisfactory by the department or unit head.
  • Staff who did not perform at least satisfactory for calendar year 2012 as measured by the performance evaluation (PE score less than 3.0) are not eligible for the merit increase nor for the two percent (2%) adjustment. However, these employees shall receive the minimum salary scale adjustment, if applicable.

Special Considerations

  • The salary pool shall not be used to support programming or supplant any budget cuts. The allocated raise pool must be distributed to eligible staff.
  • If an employee is already at or above the maximum point for their salary scale, his/her total salary increase shall not exceed five percent (5%) without accompanying justification to the President, Provost and or the Executive Vice President for Finance and Administration (EVPFA), as applicable.
  • The salary scale adjustments shall be applied first. If applicable, the salary rate for any staff employee shall first be increased to the 2013-14 minimum salary rate. For eligible employees, the merit increase shall be based on the employee’s current 2012-13 salary. The merit increase shall be added to the revised minimum rate to calculate the eligible employee’s July 1, 2013 salary.
  • In those cases where funds for salary increases are not available from the current fund source, other fund sources must be identified. Lack of funding from a position’s original funding source cannot prevent the establishment of the salary pool.
  • The exempt and non-exempt staff salary pools can be combined for allocation to all eligible staff. However, if the exempt and non-exempt salary pools are combined, careful consideration must be taken to not disadvantage either group of employees. The non-exempt and exempt staff salary pool cannot be combined with the faculty salary pool.
  • For any staff employee who transfers (demotion, promotion and lateral) between February 2, 2013 and June 30, 2013, the merit increase amount shall be calculated on the salary in effect at the time of the transfer (the old salary).
  • The allocation of the FY 2013-14 merit salary increase is subject to review and approval by the President, Provost and or EVPFA, as applicable.