The following Merit Increase and Promotional Increase Guidelines are for Fiscal Year 2025-26.

What are the performance periods used to determine merit pay increases?

  • Non-faculty: June 1, 2024, to May 31, 2025

  • Faculty: Jan. 1 to Dec. 31, 2024

Who is eligible for a merit pay increase?

Eligible employees include part-time and full-time staff with a full-time equivalent (FTE) of 0.50 or higher, excluding students and temporary workers. They include:

  • Tenure Track Faculty

  • Non-Tenure Track Faculty

  • University Staff

  • Administrative & Professional (A&P)

To be considered for a merit pay increase or promotional pay adjustment (Faculty only), eligible employees must have been hired before April 1, 2025, and actively working on the effective date of the merit increase (Oct. 1, 2025).

When are merit increases effective?

Oct. 1, 2025. This also includes faculty promotions (see below).

IMPORTANT: Higher performance contributions should result in higher merit allocations. Supervisors and unit leaders must base merit allocations on documented performance. For recently hired and eligible employees, probationary review forms and other documented performance records are acceptable.

What should be done about merit increase recommendations of 0% or greater than 6%?

Merit increase recommendations of 0% or greater than 6% require an Exception Request Form. (Forms are not needed for employees who are recent hires, who are no longer employed by Auburn, or who will soon be separated from employment at Auburn.

  • UHR (Compensation and Employee Relations) reviews all A&P and Staff Exception Request Forms.

  • The Provost and Senior Vice President for Academic Affairs reviews all exceptions within the academic organizational structure.

  • The Senior Vice President for Business & Administration & CFO reviews all exceptions within the non-academic organizational structure.

Does reclassification impact merit eligibility and salary adjustments?

Reclassified employees who have completed the full performance year are still eligible for full merit consideration. Merit increases will take effect on Oct. 1, 2025, rather than at the time of reclassification.

If an employee who is new to Auburn (external hire) did not work the entire performance year, are they eligible for a merit pay increase?

For employees who have worked less than a full performance period, supervisors are strongly encouraged to prorate their merit increases based on the portion of the performance period they have completed. To do this, divide the number of months the employee has worked during the performance period by 12.

Example: John started working at Auburn on Dec. 1, 2024. His annual salary is $50,000, and he is eligible for a 3% merit pay increase, which will be prorated by his supervisor based on time worked during the performance year.

  • John worked for six months of the performance year (Dec 1, 2024 - May 31, 2025), so divide 6 by 12, which equals .5

  • Multiply .5 by 3%, which equals a prorated merit increase percentage of 1.5%

  • Multiply his salary ($50,000) by the prorated merit increase percentage (1.5%), which equals $750.

  • John’s new salary as of Oct. 1 is $50,750 ($50,000 + $750 merit increase).

How are pay adjustments for Faculty promotions handled?

Pay adjustments for Faculty promotions will be processed for Fiscal Year 2025-26. Pay increases for promotions are not included as a part of the total merit increase limit.

10% increase to base salary:

  • Promotion to Senior Lecturer

  • Promotion to Associate Professor

  • Promotion to Associate Clinical Professor

  • Promotion to Associate Research Professor

  • Promotion to Associate Extension Professor

12% increase to base salary:

  • Promotion to Full Professor

  • Promotion to Clinical Professor

  • Promotion to Research Professor

  • Promotion to Extension Professor

What are the Fringe Benefit Rates for Fiscal Year 2025-2026?

Pending approval from the Department of Health and Human Services:

  • Full-time: 30.4%

  • Part-time: 11.8%

  • Graduate Students: 3.5%

Are there different guidelines for AAES, ACES, and AUM?

  • Unless otherwise noted, the Alabama Agricultural Experiment Station (AAES) and the Alabama Cooperative Extension System (ACES) will follow the same guidelines.

  • Guidelines for Auburn University at Montgomery (AUM) will be distributed separately.

Other FAQs: 

Why would a supervisor choose to prorate a merit increase for a recent external hire?

Merit increases are determined by employees’ performance contributions over the full evaluation period. If an employee has not worked the entire performance year, granting a full merit increase would reduce funds available for those who have been present throughout.

To maintain fairness and consistency, supervisors should apply a uniform approach. If one internal hire's merit is prorated, all comparable cases should be treated the same.  

Are employees on an approved leave of absence eligible for a merit increase? 

Employees returning from an approved leave of absence (On-the-Job Injury, Extended Sick Leave/FMLA, and Administrative Leave) are eligible for merit consideration on their return date. Contact your HR Liaison for details on leave types and eligibility.

Who do I contact if I have any questions?

For questions regarding merit eligibility or administration, please contact Compensation and Classification:

  • Carson McClendon, Analyst, Compensation and Classification, 844-1773

  • Anna White, Assistant Manager, Compensation Administration, 844-1858

  • Shelly Murray, Director, Compensation and Classification, 844-1635