THE UNIVERSITY OF TENNESSEE
HUMAN RESOURCES PROCEDURE
Subject: Pay Rates
Revision (7): 07/01/2015
An increase in salary/wage, with no other change in status, will generally be made effective on July 1 (or the biweekly pay period starting date on which fiscal year wage adjustments are made). Such salary/wage changes are reflected in the normal salary budget preparation.
Reclassification of jobs not involving changes in compensation can become effective with the first pay cycle starting date following UTSI Executive Director’s approval. Reclassifications resulting in monetary changes can take effect at either January 1 (or the biweekly pay period beginning next after that date) or July 1 (or the biweekly pay cycle starting date utilized for the next fiscal year’s non-exempt wage changes). Job reviews must be requested not later than September 15 to become effective January 1 or not later than March 15 to become effective July 1. Also, in order to meet these effective dates the position questionnaire must be completed, signed and returned to the Human Resources Office within 30 days of the department being notified the job is to be audited. Any January 1 reclassifications are subject to availability of funding to properly support the increases, and any July 1 reclassifications are subject to the salary budget guidelines in effect at that time and to the availability of funding.
The amount and percentage of increase in salary/wage as a result of promotion or reclassification is determined by the UTSI Executive Director following advice from the Director for Human Resources. The amount of salary/wage decrease in the event of demotions will be determined by the UTSI Executive Director following advice from the Director for Human Resources.
A change in status involving promotion, demotion, lateral transfer, or reclassification, with or without a change in salary/wage, is processed and maintained in Human Resources. The employee and his/her supervisor are notified of the change.
Employees interested in transfer or promotion must meet the minimum requirements of the position. If the transfer or promotion involves a move to another division or to another payroll account, the employee must notify the current supervisor of his/her intentions to seek transfer or promotion before an interview is accomplished.
ADJUSTMENTS FOR COMPLETING ADDITIONAL DEGREE WORK:
Current employees of UTSI have an opportunity to increase base pay by completing additional degree work. Employees who put forth the extra effort to further their education return the additional skills and knowledge acquired to the work places, as well as increasing each person’s overall marketability and the ability to serve in his/her position. The amounts of additional compensation are reviewed periodically.
The percentages of increase added to base salary the pay period following when a degree is conferred are as follows:
Associates up to 2%
Bachelors up to 4%
Masters up to 4%
Doctorate up to 6%