VII - 9. 20 - POLICY ON SALARY INCREASES AND BONUSES
(Approved by the Board of Regents, June 9, 1995, EFFECTIVE July
1, 1996. Amended April 9, 1999. Please refer to the
"replacement for" section of this policy.)
I. Purpose and Applicability
It is the UMS policy that employees may be eligible to
receive salary increases for reasons of cost of living
adjustments; annual salary increases based on performance;
salary structure adjustments; completion of probationary
period; and promotion. This policy also establishes the
timing and basis for granting multiple adjustment increases
and non-cumulative cash bonuses. This policy applies to
nonexempt -- maintenance, office, service, and technical
All regular employees in job groups identified above shall
receive cost of living adjustment (COLA) increases as
appropriated by the State Legislature.
III. Performance Based Salary Increase
A. Provided funds are available, it is the policy of the
UMS that employees who consistently meet the standards
of performance for their positions shall receive
performance based salary increases. These increases
normally shall be effective on July 1.
B. Salary increases shall be administered as follows:
1. Employees who have completed an original probation
period and who on an overall basis meet the standards of
performance throughout the evaluation period, shall
receive a one step increase.
2. Employees whose performance is evaluated as outstanding
on an overall basis throughout the evaluation
period may be eligible to receive up to a 2.5
percent increase based on availability of funds.
IV. Salary Structure Adjustments
In the event that the salary structure is
adjusted, employees salaries shall be adjusted
according to the Policy on Adjustment of Salary
Structures and Impact on Salaries.
V. Completion of Probationary Period for Nonexempt Employees
Upon successful completion of an original or a
promotional probationary period, nonexempt employees
shall receive a salary increase effective at the
beginning of the pay period following successful
completion of the probationary period.
Upon promotional reclass or promotional transfer
employees shall receive salary increases according to
the Policy on Salary Upon Transfer or Reclass.
VII. Within Range Salary Adjustment
An employee's salary may be adjusted at any time to
meet documented critical business needs (e.g., massive
turnover, market driven, supply/demand). The
appropriate administrator shall submit a written
request to the institution's Chief Executive Office
(CEO) or his/her designee along with a justification
for the adjustment. The CEO or his/her designee will
review the request, confer with the Vice Chancellor for
Administration and Finance, and take action as
VIII. Salaries Exceeding the Maximum of the Range
The institution's CEO or his/her designee may authorize
a salary that exceeds the maximum of the range in order
to accommodate a salary adjustment, as described in
Section VII, above. Any such authorization will be
done in consultation with the Vice Chancellor for
Administration and Finance.
Note: All actions taken under sections VII and VIII shall be
reported in a timely manner to the Director of Human Resources,
IX. Priority for Processing Simultaneous Pay Transactions
When two or more pay transactions are to occur
simultaneously, the order of the processing shall be:
A. First, salary structure adjustment, if involved,
B. Second, salary step adjustment, if involved,
C. Third, any other transaction such as promotion, reclass, etc.
X. Non-Cumulative Cash Bonuses
A. A bonus is defined as a lump sum non-cumulative cash award
that may be granted to a regular employee for an extraordinary
contribution which substantially benefits the UMS institution.
Bonus payments shall not be counted as part of base salary.
B. The bonus pool shall be determined within the guidelines
established by the Chancellor as part of the annual salary review
process. Each Chief Executive Officer or designee shall establish
criteria for bonus eligibility, review and approval, and amount
of bonus awards.
Each Chief Executive Officer shall identify his/her
designee(s), if appropriate, for this policy; shall develop
procedures as necessary to implement this policy; and shall
forward a copy of such procedures to the Chancellor.
The following policies as they apply to non-exempt employees
of the UMS only are replaced effective July 1, 1996.
However, Exempt employees will continue to be covered under
such applicable existing policies until such time as revised
policies governing Exempt employees are approved.
UM Personnel Policies and Rules for Classified Employees,
Section III Compensation - Increments, page III-2; Denial or
Delay of Increment, pages III-2, III-3; Priority and Timing
of Transactions, page III-7.
UM Personnel Policies and Rules for Associate Staff,
Employment Standards for Associate Staff, Paragraph A.
Compensation of Associate Staff, page 5.
UM BOR Policies and Procedures Manual, III-14.21 Policy on
Supplementation of Administrative Salaries, page III-14.2l-l
(Partially rescinded for Certain Academic Administrator
Positions); III-14.10 Associate Staff Salary Plan,
Paragraphs D.l.4, G. Cost of Living, J. Allocation of Salary
Funds, pages III-14.10-1, 14.10-2 and 14.10-3.
Laws Relating to and Governing Policies and Procedures of
the BTSUC, Section VI, Administrative Officers - Paragraphs
I.5. and I.7., page VI-5.
Additionally, this policy supersedes, in whole or in part,
any policy(ies) and/or procedure(s) established by the
Regents, Trustees, Presidents, or their designees, of the
former institutions of the University of Maryland, and of
the former State Universities and Colleges, and of the
Regents of the University of Maryland System that are in
conflict with this policy's purpose, applicability, or
intent, that may have been overlooked and not included as a
specific citation under "Replacement for."