Classification & Compensation
Out-of-Unit Staff and Administration Wage Increase and Bonus Eligibility Guidelines and Procedures
Wage Adjustment
The 51在线 will provide a one and 陆 percent (1.5%) discretionary pool to allocate to eligible out of unit employees for base salary adjustments effective January 21, 2022 (to be included in the paycheck dated February 11, 2022). It is important to prioritize wage adjustments to address current pay disparities that may exist among employee's salaries. Please consult with the Compensation team to assist with this process.
To be eligible for the base pay increase, employees must meet the following criteria:
- They are out-of-unit employees in the Administration pay plan or out-of-unit employees in the Staff pay plan;
- They were employed in an established position on or before July 1, 2021 and are continuously employed in an established position through the effective date of the increase, January 21, 2022;
- They do not have an overall rating of 鈥淣eeds Improvement鈥� or 鈥淯nsatisfactory鈥� on their evaluation of record;
- They do not have an open Performance Improvement Plan;
- They have not received a permanent base salary increase within the previous six (6) months
Wage Adjustment Procedures
Colleges and Divisions will receive a 1.5% discretionary pool (if applicable) based on the base pay of all eligible employees and positions. Lists of eligible employees will be distributed to each college or division with the total pool.
- Eligible employees appointed to a less than full-time position will receive a prorated
amount
based on their FTE - The completed lists should be DocuSigned by the Dean, VP or delegated authority prior
to
return to Central Human Resources
One-Time Bonus payment
In addition to the base salary adjustments, units will be able to offer a discretionary bonus of up to 2% of their base pay to compensate for additional duties associated with USF鈥檚 response to the COVID-19 pandemic.
To be eligible for one-time bonus, employees must meet the following criteria:
- Individuals holding approved safety, cleaning and maintenence-related roles are available for the one-time 2% bonus
- They are out-of-unit employees in the Administration pay plan or out-of-unit employees in the Staff pay plan;
- They were employed in an established position on or before March 13, 2020, and are continuously employed in an established position through the effective date of the one-time payment;
- They do not have an overall rating of 鈥淣eeds Improvement鈥� or 鈥淯nsatisfactory鈥� on their
evaluation of record; - They do not have an open Performance Improvement Plan;
One-Time Bonus Procedures
Colleges and Divisions will receive lists of employees eligible for the 2% bonus.
- Use COVID Criteria tool and ask colleges/units to provide justification.
- Eligible employees appointed to a less than full-time position will receive a prorated
amount
based on their FTE - The completed lists should be DocuSigned by the Dean, VP or delegated authority prior to return to Central Human Resources
Non-Eligible Employee Groups
-
All in-unit employee groups of AFSCME, GAU, PBA, SEIU and UFF
- Temporary/OPS employees
For more Information
For questions, please contact classcomp@usf.edu
Frequently Asked Questions
Funding for the E&G increases will come from the remaining/set aside pools of recurring funding for each campus. For the Tampa campus, because this funding is currently being set aside to cover recurring expenses without a permanent source, cost reductions or other funds must be identified to cover those recurring expenses during the subsequent fiscal year.
It is intended that unit area leads will be provided with a pool of funds calculated on 1.5% of the eligible employees鈥� base salaries. It is important to note that priority is given for any wage adjustments to address any possible pay discrepancies which may exist among current employee salaries. The area manager would be expected to award the increases based on the performance and/or contributions of eligible members.
Absolutely. Sean Lloyd, Director or Compensation or Ken Stidham, Asst Director Compensation would be more than happy to set up a time to walk you through the process and answer any questions you may have. Please reach out to either via email to partner in the process.
The 2% discretionary bonus is to be used for employees in approved safety, cleaning and/or maintenance roles to compensate for extra duties during the Covid-19 pandemic. Justification will need to be provided, because the Covid bonus submission will go through a legal funding review and budget review. They will be reviewing the roles and making sure that the data submitted can be defended. Please note that HR cannot guarantee the use of funding up front. You may utilize other possible funding sources if available. If you have questions regarding if a certain job title qualifies for the 2% bonus, please contact a member of the compensation team at classcomp@usf.edu.