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Fiscal year 2020-21

In recognition of our success in sustaining strong operational performance through the pandemic – and supported by our system’s healthy financial status – we are authorizing an average salary increase of 2 percent* for eligible employees.

Considering the economic stresses and needs that may exist within many households, we have accelerated our usual timeline. This increase will take effect with the payroll period beginning Sept. 27 and will be reflected in pay issued Oct. 16.
We need your help in communicating to your team about these increases. Please review the FAQs provided and be prepared to answer staff questions.

If you have not submitted the names of employees who would be excluded from the increase due to documented performance issues, please do so (see the FAQs).

If you are currently working on a hiring proposal, the FAQs provide important information you should review.

Staff receiving a salary increase will be notified by letter posted to their myUK portal by Sept. 27.

The letter will be found under the Employee Self Service tab. Look under “Benefits and Payment” for UK HealthCare Salary Letter (letters will not be available before Sept. 27).

We are fortunate to be in a position to offer this salary increase to a team that has persevered through quite a lot this year. Your work and that of your team are truly appreciated.

With appreciation for your efforts, Mark F. Newman, MD Executive Vice President for Health Affairs UK HealthCare

Frequently asked questions

The employee’s pay rate as of July 1, 2020, will serve as the base to which the percent increase is applied.

For eligible staff who have undergone promotion or demotion between July 2 and September 26, their salary change will be based on their previous rate as of July 1, 2020, and added to their current base rate.

If the candidate is not currently in a regular position, their current salary will not be impacted by the salary increase. However, their offer may be impacted depending upon how the equity grid may change following the salary allocation. Consult with Workforce Management to determine if there is a change.

Employees who transfer from the university scale to the UK HealthCare scale after July 1, 2020, may be eligible for a salary increase from UK HealthCare. Transfer employees must be clear of any performance issue documented in FY20. Transferring staff will not be eligible for the university extra bonus days offered to university staff in FY21.   

Beginning in FY23, UK HealthCare is returning to a former method of allocating annual salary increases. As we enter the mid-year evaluation season for FY21 (from December 2020 - January 2021), managers will be asked to share an upcoming change in how salary increases will be administered beginning in FY23.

This will not impact salary allocation decisions in FY21 or FY22. Details of this change will be provided soon. 

Send a list of employee names with appropriate UK ID number and reason for exclusion to Hannah Marcum in Workforce Management at

Promotions, demotions, reclassifications and transfers override the salary increase. The salary increase is not added on top of the rate determined for a promotion, demotion, reclass or transfer. Department hiring officials should plan accordingly when agreeing to a rate during this timeframe.

If the hiring proposal is a lateral transfer, promotion or demotion, consider how the employee’s potential salary allocation rate may impact the offer being requested.

If it is in the interest of the department and the candidate, the manager may want to consider submitting the hiring proposal after the salary allocation. Workforce Management can help you evaluate your options.

If a hiring proposal is submitted to Workforce Management before September 27, it will be processed based on the equity grid in effect at that time. Offers will not be re-evaluated after the salary allocation and will stand as the official offer for the position once approved by HR. The salary increase will not be applied.

If a hiring proposal has been approved and the candidate has accepted the offer but is not scheduled to start until September 27 or later, the approved offer is the official rate upon start date and will not be re-evaluated based on the salary allocation.

It is UK’s philosophy to pay a fair, market-driven wage. The university brings new employees on and works to accelerate to the midpoint of the employee’s salary grade, which is market-driven. After reaching the midpoint, pace of increase slows. On a regular basis, the university reviews its salary grades as well as the grades assigned to positions to ensure compensation remains competitive.

Other benefits beyond salary make up the university’s total compensation. A summary of an employee’s total compensation from UK is available in UK Employee Self-Service, accessible through myUK.

Details are also available on the UK Human Resources website. When comparing UK compensation with other employers, staff are advised to look at total compensation.

  • Staff employed in a regular position on or before April 1, 2020.*
  • Staff who were meeting expectations by completing their 2020 performance evaluation.
  • Staff who had no documented performance issues at the level of probation during FY20.

*Employee must be in an “active regular assignment” in SAP through September 27, successfully completed orientation prior to July 1. (On call, temporary and phased retirement classifications are excluded from the annual salary allocation.)

Yes. The new department is responsible for obtaining the employee’s PE from prior department and will need to communicate score to Hannah Marcum in Workforce Management at