Salary Increases Not Awarded Through the Regular Budget Cycle

RULE:  Tarleton State University will award salary increases through a regular budget cycle. To allow some flexibility in awarding salary increases, Tarleton may consider requests outside a normal budget cycle. This rule does not consider out-of-cycle salary increases occasioned by promotion, change in position, or mandated across-the-board salary increases.

Salary Increases Not Awarded Through the Regular Budget Cycle Procedure

1.GENERAL

     1.1 It is the practice of Tarleton State University to award salary increases through the regular budget cycle. As with all practices, however, some flexibility is needed to respond to exceptional circumstances. Listed below are the types of salary increases that may be considered outside the normal budget cycle. With all requests for salary increases, a compelling argument must be made as to why the increase could not have been made during the previous budget cycle or cannot wait to be made during the next budget cycle.

   1.2 This process pertains to all University employees (See University Rule 31.01.01.T1). This rule does not consider out-of-cycle salary increases occasioned by promotion, change in position, or mandated across-the-board salary increases.

2.COUNTER OFFERS

   2.1 Tarleton’s rules do not allow for the extension of counter offers to employees. Written requests for exceptions to the Rules must be forwarded through appropriate channels including deans, directors, and Vice Presidents to the Director of Human Resources for review and comment and to the President for approval.

3.MERIT INCREASES

   3.1 Merit increases generally take effect at the beginning of a new fiscal year. However, in rare cases, clearly exceptional performance or accomplishment may occur for which a merit increase out-of-cycle may be appropriate. Very strong evidence, including a current written performance appraisal reflecting meritorious performance, should be shown as to why this increase cannot be made during the regular budget cycle. Increases may be awarded in accordance with the following guidelines:
 

1.Merit increases must be based on individual performance.

2.Merit increases cannot be granted during an employee’s probationary period.

3.The employee’s performance must be documented on an Employee Performance Evaluation Form
completed within the past six months.

4.If an individual’s salary exceeds the maximum of their assigned salary range, the President must approve merit salary increases.

5.Funding must be currently available for the merit increase.

6.Requests for these increases must be submitted and approved in advance and the effective date will be the first or the fifteenth day of the month after the date of final approval since retroactive salary increases are not allowed.

   4.1 Reasons for salary adjustments may included external pressure in high demand areas, internal salary compression, gender or ethnic equity adjustments (if any), and other forces which may be beyond the control of our departments. As with merit increases, however, salary adjustments should be made during the regular budget cycle whenever possible. Any request for an out-of-cycle salary adjustment should be supported by strong evidence of need and a compelling argument as to why the adjustment cannot be accomplished during the next regular budget cycle.

5.ROUTING AND DELEGATION OF AUTHORITY FOR SALARY INCREASES

   5.1 All requests for salary increases made outside the regular budget cycle must be initiated by the   head of the administrative unit, forwarded through appropriate channels, including deans, directors   and vice presidents to the president. Each level of the organization should specifically indicate why    the action is appropriate.

   5.2 Only the president may authorize a salary increase, for whatever purpose, which is not included  in the regular budget cycle.