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   from the issue of April 17, 2008

     
 
Chancellor outlines salary, wage increase plan

Verbatem - Chancellor Harvey Perlman issued this April 7 e-mail about guidelines for salary and wage increases for fiscal year 2008-09.


Today we are distributing to deans and directors the guidelines for implementing salary and wage increases for fiscal year 2008-09 for UNL faculty and staff. Under the guidelines, as was the case last year, 4.40 percent salary increases are being allocated for both faculty and staff, contingent on final approval by the Board of Regents.

Salary and wage increases are to be distributed in a manner that best rewards good performance. Therefore, individual salary increases for employees will vary, with some receiving more or less than the announced percentages. Promotion increases for faculty, equal to 0.27 percent, will come from the faculty salary pool. In accordance with the recommendations of the faculty compensation advisory committee, 0.67 percent will be retained for allocation by the deans and 0.33 percent will be retained for allocation by vice chancellors. Departments will receive 3.13 percent, but deans may determine to allocate differently among departments in their college.

Following input from deans and directors, UNL will be distributing staff salaries in a manner that mirrors the distribution of faculty salary increases. The staff salary increase of 4.40 percent is allocated as follows: Staff salary increases equivalent to 4.0 percent will be distributed to each dean and director with the understanding that if appropriate subunits exist under each dean or director, that 3.33 percent of the increase will be distributed to each subunit for allocation and 0.67 percent of the salary increase will be retained by the dean or director to address meritorious performance within the units. The remaining component of the salary increase, 0.40 percent, will be retained by the chancellor and vice chancellors to address additional performance-related staff salary increases. This addresses the fact that in the past it has been difficult, particularly for small units, to recognize merit or to address salary equity issues.

The guidelines also collapse the salary pools for Office/Service and Managerial/Professional staff so that managers again can have more flexibility to address salary issues.

We will carefully monitor recommended staff increases to determine if any one class of employees is disproportionately impacted by these guidelines.

Improving our faculty and staff salaries remains a high priority and I know these increases, although better than we have had in the recent past, do not get us fully to where we need to be. Faculty will still be below the peer average, and I recognize that some of our staff salaries are not as competitive as we wish. We will continue to work on these matters as best we can. As always, many thanks for your all you do for this university.




GO TO: ISSUE OF APRIL 17

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