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DATE: February
27, 2009
TO:
Vice Presidents, Deans, Directors, and Department Heads
FROM:
Kathleen J. Molnar, Director of Compensation and Benefits
SUBJECT: Salary Increase Information for Budget Managers
The Office of Human
Resources has been working with the Comptroller, Provost, and UDit offices to
continue to improve the efficiency of the budget process. Electronic reporting
will again be required this year in addition to submitting one signed hard
copy.
As in past years, a network
drive has been established for you containing budget data for the 2009-2010
budget year. The files contained in your
space have been password protected. Passwords and a list of names of individuals
in your area who have access are enclosed. All of your budget work including
submission of your final budget can be completed in this network space. Due
to the confidential nature of the payroll data contained on the Schedule A,
please do not e-mail your submission.
The network drive contains
a compensation worksheet with information to assist you in budgeting salary
increases. It includes a complete listing of all non-student employees by
department, their current salaries, the account numbers to which salaries are
charged, and where applicable the 2009-2010 midpoints with the employees’ salary
positions in the new pay ranges effective July 1, 2009. Using the spreadsheet,
you may input an increase and it will compute the new salary and the new
position in the pay range (compa-ratio). The compensation worksheet includes
salary data for faculty but does not include individual faculty compa-ratios.
Instructions for accessing
your network drive and for completing the compensation worksheet are included in
this packet.
The information contained on the compensation
worksheets reflects current data in our system and every effort has been made to
ensure accuracy. Please contact us if you find an error or omission.
Automated Budget
Preparation
The compensation worksheet
is designed to link to the Schedule A which is also linked to the budget
summary, all of which are included on the network drive. The data you input on
the compensation worksheet will automatically update the Schedule A and the
Personnel Services section on the budget summary. The budget summary also
contains the budget for supplies and expenses for this past year and should be
manually updated for FY 2009-2010.
Please note that any open
positions included on the compensation worksheet reflect information from last
year’s budget submission and should be reviewed for accuracy.
In addition, there are nine
columns to the right on the compensation worksheet containing faculty contract
information. The information contained in these columns will be used to
generate faculty contracts. Please review and update to reflect 2009-2010 data.
Instructions for completing
the worksheet, as well as specific guidelines for managing salary increases
within your area, are included with your budget information on the network
drive. These guidelines are also available on the HR website at
2009-10 Salary Management and
Administration Guidelines.
Important Considerations
Before Allocating Funds:
Before
you allocate dollars from your unit’s increase pool, please consider individual
performance and current individual pay as it relates to UD’s target market
salary for each pay grade (range midpoint). The spreadsheet will tell you what
the “compa-ratio” is for each individual.
As a reminder, a “compa-ratio” is a person’s
salary divided by the midpoint of the pay range for his/her position. The
individual compa-ratios are provided to give you an understanding of relative
position in the pay range.
A relatively lower compa-ratio
and/or a relatively higher level of performance may lead you to decide to
allocate on a basis other than an equal percentage to each individual. We
aren’t trying to have every employee salary at 100% compa-ratio. We are trying
to bring our aggregate compa-ratio to 100%.
If you have two employees
whose performance levels are relatively equal, but one is at 85% of midpoint and
one at 95%, equity would be served by providing a greater increase to the person
whose salary is at 85% of midpoint.
Although an additional pool
of dollars is not being allocated specifically for equity increases at this
time, we encourage you to consider equity adjustments for those individuals with
salaries that are low in their pay ranges. Equity increases should only be
given if performance is at a competent level. Individuals with a low compa-ratio
based on years in current position are highlighted on the compensation
worksheets. For additional individual increase guidelines, please refer to
the
Salary Increase Planning Matrix
available on the HR website.
If you
have any questions about the compensation worksheet or the data it contains,
please contact compensation manager, Jeannie Perry at 9-1440 or me at 9-2062. | 
