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UNIVERSITY OF KENTUCKY HEALTHCARE
SALARY GUIDELINES
Fiscal year 2019-20

In recognition of UK HealthCare’s strong operational performance last year – and supported by our system’s healthy financial status – we are authorizing a salary increase this year for allocation to eligible employees.

This increase will take effect with the payroll period beginning Oct. 27 and will be reflected in pay issued Nov. 15.

Frequently asked questions

The employee’s pay rate as of June 30, 2019, serves as the base to which the percent increase is applied.

For eligible staff who have undergone demotion or promotion between July 1 and Oct. 26, 2019, their salary change will be based on their previous rate as of June 30, 2019, 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 Oct. 27 salary adjustments. Consult with workforce management to determine if there is a change.

Employees do not receive increases from both allocation processes. Employees who transferred from the university scale to the UK HealthCare scale after June 30, 2019, are not eligible for a salary increase from UK HealthCare.

These employees would have been included in the university’s July 1 allocation process and will not be impacted by UK HealthCare’s allocation in October.

Send a list of employee names and the corresponding UK ID numbers along with the reason for exclusion to Hannah Marcum in workforce management by Monday, Oct. 21.

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, reclassification or transfer.

Department hiring officials should plan accordingly when agreeing to a rate during this period.

If the hiring proposal is a lateral transfer, demotion or promotion, consider how the employee’s potential salary change may affect 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 in either the pay period before or the pay period after Oct. 27.

UK HealthCare workforce management can help you evaluate your options.

If a hiring proposal is submitted to the workforce management team before Oct. 27, it will be processed based on the equity grid in effect at that time.

Offers will not be re-evaluated and will stand as the official salary once human resources has completed approvals.

If a hiring proposal has been approved and the candidate has accepted the offer but is not scheduled to start until Oct. 27 or later, the approved offer is the official rate upon start date.

It is UK HealthCare’s philosophy to pay a fair, market-driven wage. The enterprise brings on and works to hire new employees within a salary range that is based on experience up to the seven-year midpoint of the UK HealthCare salary grade scale, which is market-driven.

After reaching the midpoint, the pace of salary increases continue based on market and promotional opportunities. On a regular basis, the university reviews its salary ranges, as well as the grades assigned to positions, to ensure compensation remains market-competitive.

Other university benefits beyond salary make up the university’s total compensation package.

When comparing UK compensation with that of other employers, staff are advised to look at their total compensation package.

  • Staff employed in a regular position on or before April 1, 2019.*
  • Staff who met expectations (2.00 or greater) on their 2019 performance evaluation.
  • Staff who had no documented performance issues at the level of probation during FY19.

*Employee must be in an “active regular assignment” in SAP through Oct. 27, have successfully completed orientation prior to July 1, and have achieved a qualifying performance score (meets expectations or greater) for FY19.

Yes. The new department is responsible for obtaining the employee’s PE from the previous department and will need to communicate the PE score to Hannah Marcum in workforce management.