Salary Increase Outline
- To reward and encourage excellence in:
- scholarship or creative activity;
- campus and community service;
- professional performance.
- All employees in the UUP
bargaining unit (faculty, librarians and professional staff) on the payroll
as of June 30, 2011, are eligible for discretionary salary increase consideration.
- Part-time employees and temporary
employees are eligible for discretionary salary increase awards and must be
- UUP employees on leave of
absence, with or without pay, are eligible for discretionary award consideration.
III. Award Guidelines
- Discretionary salary increases
are added to base salary.
- Awards will be paid retroactive
to July 1, 2011, for employees with a calendar or college year professional
obligation (professionals and librarians).
- Awards will be paid retroactive to September 1, 2011, for employees with
an academic year professional obligation (teaching faculty).
- The established 2011 minimum
discretionary award amount at Buffalo State is $500 for full-time
employees; pro-rated for part-time faculty and staff.
- Although no maximum discretionary
award amount has been established at Buffalo State, it is unusual
for awards to exceed $2500 for full-time employees; pro-rated for part-time
faculty and staff.
- The evaluation period for 2011 discretionary awards is July 1, 2010 – June
- The total pool of discretionary funds available is one percent (1%) of
the total salaries of UUP employees as of June 30, 2011.
- Discretionary salary increases
are generally awarded to approximately one third (1/3) of the eligible faculty
and staff. Given the scarcity of funds, it is not possible to recognize and
reward all of the meritorious faculty and staff who are nominated.
IV. Award Process
- Faculty and professional staff may submit a self-nomination for a
discretionary award by completing the Nomination Form
and submitting it to their department head by Wednesday, September 7, 2011.
Self-nominations and nominations initiated by supervisors and department
heads will be forwarded through all appropriate approval levels.
For employees who have self-nominated, each level should forward the form
with a notation "recommend" or "unable to recommend" to the next level.
Employees will not be notified of the recommendation at each level.
There will be an opportunity to appeal after the President has made his
decisions and sent out letters to employees informing them of their awards.
- Supporting Documentation: Employees may indicate on the
Nomination Form that they have previously
submitted an Individual Information Sheet as part of the annual report
process during the Spring/Summer 2011 session. Employees who have not done
so should complete and attach an Individual Information Sheet to the
Nomination Form. Employees who wish to amend a previously submitted annual
report may submit new information (please limit to two pages) and attach it
to the Nomination Form. Discretionary award recommendations for professional
staff must include a current performance
evaluation. Instructional faculty are expected to provide recent student
evaluations of teaching performance.
- Department heads (department chairs, directors or associate vice
presidents) are responsible for forwarding Nomination Forms for any of their
employees who have submitted a self-nomination (indicating whether they
recommend or are unable to recommend an award), and should complete a
nomination form for any other employee they wish to nominate. All
nominations should be forwarded to the next level according to the 2011 UUP
- Deans and vice presidents are responsible for reviewing self-nominations
and nominations recommended by department heads according to the
Chairs and directors are encouraged to take a “special look” at those who
have not been awarded a discretionary increase in any of the past five
discretionary award rounds. This information will be provided as part of the
discretionary award worksheet distributed to deans and vice presidents. The
purpose of the “special look” is to ensure that the absence of an award
reflects relative merit rather than unfair or biased consideration.
Average salary data is available on the left navigation menu and
salary tables are viewable online for
purposes of salary equity considerations. Please note: A salary level below
the average is not necessarily evidence of salary inequity.
V. Appeal Process
- Award letters will be mailed to employees by Tuesday, October 25, 2011.
An announcement will be made in the Daily when award letters are sent.
- Any eligible faculty or professional staff member who is not notified by
the President of an award by the designated date should assume that his/her
name is not on the preliminary list. Employees not scheduled for an award,
and employees dissatisfied with the amount of their award, may file an
appeal with the Appeals Board.
- The Appeals Board includes the President, Provost, vice presidents,
deans and other administrative staff selected by the President. The Board
will consider written appeals of no more than 600 words. The Board meets in
closed session and testimony or personal appeals will be by invitation only.
- Written appeals, addressed to the President, must be delivered to the
President’s office by 5:00 p.m. Wednesday, November 2, 2011. Copies (not
originals) of the appeal must also be provided to the Associate Vice
President for Human Resource Management (secretary to the Appeals Board) and
to the appropriate vice president, dean, director and department
- Appeal candidates will be notified of the outcome of the appeal by
November 14, 2011.
- Discretionary Awards will be reflected in the paychecks dated December