Fiscal year 2022-23
Salary increase effective Nov. 20
Information for Managers & Supervisors from Dr. Mark Newman, Executive Vice President of Health Affairs.
Today, I am announcing a substantial investment of an additional $31 million in the UK HealthCare workforce to recognize and retain our people.
First, I have approved a 4% salary increase to UK HealthCare staff who meet the eligibility requirements and are not on probationary status. This increase will go into effect with the pay period that begins November 20 and will impact pay distributed December 9.
As you know, this will be the last across-the-board annual increase. We are moving away from a flat increase to a model that rewards staff based upon their level of contribution to meeting our performance goals.
In 2023, we will be continuing training for managers to support you as you prepare your team for the transition. You should be discussing progress on performance goals and providing feedback throughout the year.
Referral bonus pilot
Through a referral bonus program, we will be creating opportunities for our staff to work with us to continue to recruit and retain more permanent staff as we grow.
Under a six-month pilot, we will offer a referral bonus payable to existing staff who actively refer candidates who are then hired into specified clinical positions. Existing staff will have an opportunity to earn an additional $5,000 when referring a candidate for one of nearly 20 clinical roles in high demand.
This pilot program will be explained at our October 20 System Operations Update, so I encourage you to attend or watch it later for details.
Action required of managers
You play a critical role in communicating to your team about the increase and other actions we are taking to ensure we are recruiting and retaining a workforce that can help us meet our strategic objectives and support a healthy work environment.
- Please review the frequently asked questions below and be prepared to answer staff questions about the salary increase.
- 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.
How will staff be notified?
Each person receiving a salary increase will be notified by letter posted to their myUK portal on November 21. The letter can be found under the Employee Self Service tab. Look under “Benefits and Payment” for UK HealthCare Salary Letter.
We are fortunate to be in a position to offer this increase, thanks in great part to your leadership and the extraordinary work of your teams. Your work and that of your team is truly appreciated.
Mark F. Newman, MD
Executive Vice President for Health Affairs
University of Kentucky/UK HealthCare
ANSWERS TO FREQUENTLY ASKED QUESTIONS
- Staff employed in a regular position on or before April 1, 2022, for systemwide salary increase*
- Staff who were meeting expectations by completing their 2022 performance evaluation.
- Staff who had no documented performance issues at the level of probation during FY22.
*Employees must be in “active regular assignment” in SAP through November 20; successfully completed orientation prior to July 1 (on call, temporary and phased retirement is excluded from annual salary allocation process).
2) How will the salary increase be calculated?
The employee’s pay rate as of June 30 will serve as the base to which the increase is applied for salary allocation change.
For eligible staff who have undergone demotion or promotion between July 1 and November 20, their salary change will be based on their previous rate as of June 30 and added to their current base rate.
3) How will hiring proposals or position reclassifications in process at the time of the salary increase be impacted?
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, demotion or promotion, 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 November 20, 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 to offer.
If a hiring proposal has been approved and the candidate has accepted the offer but is not scheduled to start until November 20 or later, the approved offer is the official rate upon start date and will not be re-evaluated based on the salary allocation received.
4) Will employees who have transferred from one regular position to another regular position before November 20 be eligible for the salary increase?
Yes. The new department is responsible for ensuring the employee’s performance evaluation from the prior department is completed to ensure eligibility. If you have questions about performance evaluations, please reach out to the HR Performance Management team at LearningandPerformance@uky.edu.
5) What about employees who transfer between UK and UK HealthCare?
Employees who transfer from the University scale to the UK HealthCare scale after July 1, 2022, may be eligible for a salary increase from UK HealthCare. Transfer employees must be clear of any documented performance issue in FY22. Employees who transferred from the UK HealthCare scale to the University scale by June 30, 2022, should have received a July 1 University allocation. They do not quality for this November increase.
6) Is there any impact on hiring proposals underway for employees who are not currently in regular positions?
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.
7) What if I failed to submit the name of an employee who should be excluded due to documented performance issues at the level of probation in FY22?
Send a list of employee names with appropriate UK ID number and reason for exclusion to Hannah Marcum in Workforce Management at firstname.lastname@example.org.
8) How will the Nursing RN Hiring Scale impact the hourly increase nurses receive?
Nurses impacted through the step salary scale will receive the appropriate step increase or 4%, whichever is greater..
9) What other aspects of the university’s philosophy regarding compensation would be helpful for staff to understand?
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 job classification and job experience, which is market-driven. After reaching the market midpoint, pace of increase slows.
On a regular basis, the university reviews job classification salary assigned to positions to ensure compensation remains competitive. Other benefits beyond salary make up the university’s total compensation. A summary of UK’s total compensation is mailed to all staff each year.
Details are also available on the UK Human Resources website. When comparing UK compensation with other employers, staff are advised to consider total compensation.