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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.

Dear Colleagues, 
As part of the budget planning process, we are pleased to announce President Capilouto is implementing a FY 2019-20 Salary Plan. This marks the seventh consecutive year of pay increases at the University, in alignment with our goal of recognizing faculty and staff contributions to our successes despite challenges and uncertainties we face. The plan applies to all eligible faculty and staff at the University of Kentucky, excluding UK HealthCare employees (Personnel Area= 1500) as UK HealthCare operates on a different salary review cycle. Pending approval of the FY 2019-20 Operating and Capital Budget by the Board of Trustees, a salary adjustment effective July 1, 2019 for eligible faculty and staff will include: 

• 2.0 percent merit pool
• 1.5 percent increase in the staff salary scales (pay grade ranges)
 
The accompanying guidelines describe the eligibility requirements and process for awarding the merit pool and salary scale adjustments. 
We greatly appreciate the outstanding work faculty and staff do on behalf of the University of Kentucky. 

Sincerely, 

David W. Blackwell,  Provost 
Eric N. Monday, Executive Vice Presicfent for Finance and Administration
C: President Eli Capilouto
 
FY 2019‐20 Salary Plan Guidelines
Faculty  
(Excluding UK HealthCare) 
 
Overview
 
1. A two percent (2.0%) salary pool is to be allocated among all eligible non‐UK HealthCare regular faculty to recognize meritorious performance. The payment shall be awarded in accordance with these guidelines.
2. A UK HealthCare employee is defined as anyone, as of February 2, 2019, whose personnel area in the employee enterprise structure is equal to 1500.
3. The salary pool for faculty may be augmented with other funds, pending the President’s or Provost’s approval of the college’s or unit’s salary plan, as applicable.
4. Salary increases will be effective July 1, 2019.
5. A total salary adjustment greater than four percent (4.0%) for any individual faculty
must be approved by the President or Provost, as applicable.
6. The salary pool (regardless of fund source) shall be awarded to eligible faculty holding regular positions (Personnel Subareas = 0001‐0005) and in good standing in accordance
with these  guidelines.
7. Do not distribute faculty FY 2019‐20 salary letters until notified by the appropriate Area
Fiscal Officer.
 
Eligibility
 
1. Current faculty must have held a regular position as of February 2, 2019, and not be considered a UK  HealthCare employee (Personnel Area = 1500).
2. Faculty must have satisfactory or better performance for the most current evaluation period as measured by the  performance evaluation score or other indicator(s). Faculty hired after December 31, 2018, and  on or before February 2, 2019, 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(s) for the most current evaluation period are eligible  if their performance is deemed satisfactory by the department or unit head.
4. Faculty whose performance was not satisfactory for calendar year 2018 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 the faculty salary level upon  leaving the administrative role will not be eligible for a salary increase.
 
Operational Considerations 
 
1. Promotions for faculty holding positions coded as FCC = S, M or N (state
appropriation/tuition or income supported but centrally funded) will be funded from a separate pool of funds provided to the Areas. Salary adjustments for faculty promotions shall be added to the applicable faculty’s salary effective July 1, 2019.
2. The entire raise pool must be distributed to eligible faculty as salary increases through this process. The salary pool shall not be held in reserve or used to support programming costs.
3. In such cases whereby funds for salary increases are not available from the position’s current fund source,  other funds must be identified. Lack of funding from a position’s original funding source cannot  prevent awarding a merit increase to eligible faculty. For example, a faculty member appointed to an endowed chair or professorship has a portion of their current salary and benefits funded from the endowment spending distribution. If there is insufficient recurring funding from the endowment to fund the proportionate salary and benefits cost increase, other fund sources must be identified.
4. The faculty salary pool cannot be combined with the non‐exempt and exempt staff pool(s).
5. For any eligible faculty whose current salary changed between February 3,  2019, and June 30, 2019, the merit increase shall be determined on the faculty’s salary in effect on February 2, 2019.
6. Academic or degree granting colleges/schools and specific mandated programs must identify and allocate funds for one‐half percent (0.5%) of the two percent (2.0%) salary pool for faculty that are paid from FCC = S, M or N funding sources. The funds may be allocated from existing programs or identified from new sources. The specific mandated programs include:
• Agriculture Cooperative Extension
• Agriculture Experiment Station
• Agriculture Public Service
• Livestock Disease Diagnostic Laboratory
• Kentucky Geological Survey
• Center for Applied Energy Research
• Center on Aging
• Center for Entrepreneurship
• Rural Health Care (only those in functional area – Research)
• Center for Cancer Prevention, Education, Research and Care (State Cancer Registry Only)
7. One and a half percent (1.5%) of the two percent (2.0%) salary pool will be provided centrally for eligible faculty in academic or degree granting colleges/schools and the specific mandated programs (as listed above) that are paid from FCC = S, M or N. A two percent pool will be provided centrally for faculty that are not in academic or degree granting colleges/schools or the specific mandated programs and are paid from FCC = S, M or N funding sources.
8. It is expected that a two percent salary pool for all eligible faculty paid from funding sources other than FCC = S, M or N must also be identified and allocated within the college or unit or from other funding sources.
 
FY 2019‐20 Salary Plan Guidelines
Non‐Exempt/Exempt Staff 
(Excluding UK HealthCare) 
 
Overview
 
1. A two percent (2.0%) salary pool is to be allocated among all eligible non‐UK HealthCare regular staff to recognize meritorious performance. The payment shall be awarded in accordance with these guidelines.
2. A UK HealthCare employee is defined as anyone, as of February 2, 2019, whose personnel area in the employee enterprise structure is equal to 1500.
3. The salary pool for staff may not be augmented, regardless of fund source.
4. Salary increases will be effective July 1, 2019.
5. A total salary adjustment greater than four percent (4%) for any individual staff must
be approved by the President, Provost or Executive Vice President for Finance and Administration (EVPFA), as applicable.
6. The salary pool (regardless of fund source) shall be awarded to eligible staff holding regular positions (Personnel Subareas = 0001‐0005) and in good standing in accordance with these  guidelines.
7. The current salary scales will increase one and one‐half percent, as reflected in attachments I and II. All regular staff shall  be paid at least 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 two percent salary raise pool.
8. Do not distribute staff FY 2019‐20 salary letters until notified by the appropriate Area Fiscal Officer.
 
Eligibility
 
1. Current staff must have held a regular position as of February 2, 2019, and not be considered a UK HealthCare  employee (Personnel Area = 1500).
2. Staff must have satisfactory or better performance for the most current evaluation period as measured by the  performance evaluation (a total PE score greater than or equal to 2.0). Staff hired after December 31,  2018, and on or before February 2, 2019, are eligible for a salary increase if their performance  during this period is deemed satisfactory by the department or unit head.
3. Staff with no documented performance evaluation score for the most current evaluation period are eligible if  their performance is deemed satisfactory by the department or unit head.
4. Staff whose performance was not satisfactory for calendar year 2018, as measured by the performance evaluation (a total PE score of less than 2.0), are not eligible for the merit increase.
 
Operational Considerations 
 
1. The entire raise pool must be distributed to eligible staff as salary increases through this process. The salary pool shall not be held in reserve or used to support programming
costs.
2. If an employee’s current salary is at or above the maximum amount for their salary scale, then the employee’s total  salary increase shall not exceed two percent without accompanying justification to the  President, Provost or EVPFA,  as applicable.
3. If an employee’s current salary is below the maximum amount for their salary scale and the salary increase exceeds two percent and causes the new proposed salary to be equal to or exceed the maximum amount for their salary scale, accompanying justification to the President, Provost or EVPFA,  as applicable is required.
4. The salary scale adjustments shall be applied first. If applicable, the salary rate for any staff employee shall first be increased to the FY 2019‐20 minimum salary scale amount. For eligible employees,  the merit increase shall be based on the employee’s salary as of February 2, 2019. The merit increase  shall be added to the new minimum rate to calculate the eligible employee’s salary to be effective July 1, 2019.
5. In such cases whereby funds for salary increases are not available from the position’s current fund source,  other funds must be identified. Lack of funding from a position’s original funding source  cannot prevent awarding a merit increase based on a two percent salary pool to eligible staff.
6. The exempt and non‐exempt staff salary raise pools can be combined for allocation to all eligible  staff. However, if the exempt and non‐exempt salary raise pools are combined, careful consideration  must be taken not to disadvantage either group of employees.  The non‐exempt and exempt  staff salary raise pools cannot be combined with the faculty salary raise pool.
7. For any eligible staff whose current salary changed between February 3,  2019, and June 30, 2019, the merit increase shall be determined on the staff member’s salary in effect on February 2, 2019. 
8. Academic or degree granting colleges/schools and specific mandated programs must identify and allocate funds for one‐half percent (0.5%) of the two percent (2.0%) salary pool for staff that are paid from FCC = S, M, or N funding sources. The funds may be allocated from existing programs or identified from new sources. The specific mandated programs include:
• Agriculture Cooperative Extension
• Agriculture Experiment Station
• Agriculture Public Service
• Livestock Disease Diagnostic Laboratory
• Kentucky Geological Survey
• Center for Applied Energy Research
• Center on Aging
• Center for Entrepreneurship
• Rural Health Care (only those in functional area – Research)
• Center for Cancer Prevention, Education, Research and Care (State Cancer Registry Only)
9. One and a half percent (1.5%) of the two percent (2.0%) salary pool will be provided centrally for eligible staff in academic or degree granting colleges/schools and specific mandated programs (as listed above) that are paid from FCC = S, M, or N funding sources. A two percent pool will be provided centrally for staff that are not in academic or degree granting colleges/schools and specific mandated programs and are paid from FCC = S, M or N funding sources.
10. It is expected that the two percent (2.0%) salary pool for all eligible staff paid from funding sources other than FCC = S, M or N must also be identified and allocated within the college or unit or from other funding sources.