Merit and Supplement Guidelines (Main Campus)

Merit and Supplement Guidelines (Main Campus)

Information for 2020-21 will be published soon on this page.

Eligibility and Effective Dates for 2019-20

Eligibility Date

May 31, 2019

Eligible Employees

  • Tenure Track Faculty
  • Non-Tenure Track Faculty
  • University Staff
  • Administrative & Professional
  • Vice Presidents
  • Regular Part-time employees with designated FTE of greater than or equal to (>=) 0.5

Ineligible Employees

  • Regular Part-time employees with designated FTE of less than (<) 0.5
  • Temporary Employees (TES)
  • Student Employees
  • Graduate Assistants

Effective Dates

  • Merit Increases: October 1, 2019
  • Job Family/Faculty Promotions: October 1, 2019
  • One-time: Paid in December

2019-2020 Merit and Promotion Opportunity

Merit Increase Opportunity 

The merit increase guidelines for 2019-2020 ensured that merit increases reflected the current overall performance ratings on employee performance reviews. Thus, a higher-performing employee should have received a larger percentage increase than a lower-performing employee.  

All merit increases were required to be substantiated by employee performance documentation for the 2018–2019 performance period, typically the completed annual performance review. Probationary review forms and other substantiations of performance were acceptable documentation in cases of recently hired employees.  

It was the responsibility of each vice president, dean, director, department head, or chair to ensure that documentation was on file to support the recommendations. There was no mandatory, across-the-board increase for any employee group.

Total Merit Increases Limit

The total of merit increases for the unit could not exceed 3.5 percent of the unit’s total salary base as of March 31, 2019.

Exceptions Requiring Documentation and Approval

Exception Request forms were required for the following circumstances:

  • Merit Increase of 0 percent or greater than (>) 6 percent

Exception: not required if employee was a recent hire, or has been, or would have soon been, separated from employment.

  • Provost and SVP, Academic Affairs reviewed all within the academic organizational structure
  • Executive Vice President reviewed all within the administrative organizational structure

Reflecting "Full" Versus "Partial" Year of Performance Activity 

The “Performance Period” was from June 1, 2018 through May 31, 2019. Most employees were employed and performing during the entire performance period. Other employees were performing during a smaller part of the performance period. 

For example, if two employees performed their jobs with equal merit, one who had been performing during the full performance period was worthy of a larger percentage increase than another, who had been performing for only a part of the performance period.

For those eligible employees performing for less than the full performance period, supervisors were encouraged to prorate their recommended merit increase percentages, taking into account the portion of performance completed: number of months employed during the performance period -- June 1, 2018 to May 31, 2019 -- divided by twelve (12) months.

Faculty Promotional Increases

  • Ten percent (10%) increase to base salary for promotion to:
    1. Senior Lecturer
    2. Associate Professor
    3. Associate Clinical Professor
    4. Associate Research Professor
  • Twelve percent (12%) increase to base salary for promotion to:
    1. Professor
    2. Clinical Professor
    3. Research Professor
  • Increases for faculty promotions were not included as a part of the total merit increases limit.

Job Family Promotional Increases

  • Reflected a five percent (5 percent) pay increase for each increase in pay grade.
  • Increases for job family promotions were not included as a part of the total merit increases limit.

One-Time Supplement

  • A one-time supplement of $1,500 was approved for each eligible employee.


Fringe Benefit Rates

  • Full-time: 32.3 percent                         
  • Part-time: 15.9 percent                 
  • Graduate Students: 4.4 percent                         


Unless otherwise noted, AAES and ACES followed the same guidelines.


Guidelines for AUM were distributed separately.

Last updated: 03/02/2020