This email was sent to team members on Jan. 20, 2016:
Dear Team,
I want to provide an update on the 2016 compensation program for Staff. Below are details about the program.
Goals of the program
- To pay competitive salaries – a critical step toward our goal of becoming a great place to work
- To continue to move our average salary to the market median (5-year goal)
- To compensate high-performing and high-potential employees
- To enable leadership to make decisions of who will receive compensation adjustments
Factors considered in making compensation adjustments
Performance
Based on the 2015 Staff Performance Feedback Form:
- Eligible–those who received a rating of 2, 3, or 4
- Ineligible–those who received a rating of 1
Future potential
Receive a supervisor rating of "A" or "B" for future potential, using the three-level criteria below:
"A" ranking:
- Consistently lives our values
- Consistently a top performer
- Supports our coaching culture
- Volunteers readily
- Embraces positive change and earns trust
- Represents the highest future potential for promotion
- Eligible for additional compensation through this program
"B" ranking:
- Consistently lives our values
- Solid performer
- Backbone of a team
- Eligible for additional compensation through this program
"C" ranking:
- Does not consistently live our values
- Has significant job performance issues
- Not eligible for additional compensation through this program
Note: Those eligible for a compensation adjustment must have received a rating of at least 2 on their Staff Performance Feedback Form and a future-potential rating of A or B.
Current Salary
- If the salary is at the mid-point of the salary range or above: Team member is eligible for a one-time lump-sum payment.
- If the salary is below the mid-point of the salary range: Team member is eligible for a permanent salary increase (team members in 100% grant funded positions may receive a lump sum payment if grant funds are not available to support a permanent salary increase).
- Senior leadership, including direct reports to the President, Assistant/Associate Vice Presidents and Deans, were not included in this program.
Salary Funding Source
- State-funded positions: Compensation from designated institutional funds
- 100% grant-funded positions: Compensation from the grant (if available)
- UNT Health-funded positions: Compensation from UNT Health funds (if available)
Process
- By Friday, Jan. 15, supervisors made compensation adjustment recommendations for all of their direct reports.
- The HR and Budget departments, along with UNTHSC leadership, will review the recommendations and approve final allocations.
- After allocations are finalized, supervisors will be notified that they can begin communicating the final adjustments to their team members.
- Supervisors will meet with their direct reports and advise them of any compensation adjustments.
Effective date
- All adjustments will be effective on March 1 and will be reflected on the April 1 paycheck.
- Compensation increases will reflect pre-tax amounts.
Please send questions to the Office of People Development, OPD@unthsc.edu.
Warm regards,
Steve
Steve Sosland, Chief People & Performance Officer, Executive Vice President
University of North Texas Health Science Center
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