DRAFT of Proposed New Policy
PS #
TITLE: Staff Salary Administration
AUTHOR: Staff Salary Classification Committee
APPROVAL DATE:
EFFECTIVE DATE: 
PURPOSE:  To provide a fair and equitable method of determining salary increases for staff (non-faculty) employees.
REVIEWER AND
REVIEW DATE: March, Even Years
OPERATING DETAILS:
Mississippi University for Women seeks to provide annual salary increases for staff when financial conditions permit.  In determining salary increases MUW is guided by the policies and guidelines of the Board of Trustees of State Institutions of Higher Learning (IHL).  Changes in the cost of living are taken into account to the degree permitted by IHL policies and guidelines.

1. As a part of the annual budgeting process, when the President, in consultation with the chief financial officer, determines that sufficient funds are available for salary increases, the President will also determine the total dollar amount to be designated for staff salary increases.  Information regarding the availability of funds and the process for making recommendations will be provided to all unit managers.  When funds are designated for salary increases, each unit manager, with the input of the direct supervisor (as appropriate), will have the responsibility for recommending the salary increases for the staff in the unit.

2. Salary recommendations made by the unit manager must be reviewed by the supervising President’s Cabinet member.  The unit manager and supervising President’s Cabinet member will discuss any divergences in the proposed recommendations and seek to reach agreement prior to making the recommendation in writing to the President’s Cabinet.  Upon receipt of the recommendation(s), the President’s Cabinet will make a recommendation to the President for final approval.  The President should communicate approval (or lack of approval) to the unit manager(s).

3. Salary increases may be requested for merit and market or equity adjustments.

• Merit increases for staff members will be based on overall performance in the position and evaluations since the last merit increase opportunity.  Specific justifications with reference to comparative data must be provided to support the recommendation.
• Market adjustments or equity adjustments may be made when an analysis of salaries indicates that the salary of a position is below market value (or inequity exists) for similarly situated persons on campus, at other institutions, or in the private sector.  A salary adjustment may be necessary for recruitment and retention of qualified employees in the identified position(s).  Specific justification with reference to comparative data must be provided to support the recommendation.

4. Salary increases considerations may be given for the following:
• length of time since the last salary increase;
• length of service at MUW;
• comparison to other employees in similar positions on and off campus;
• expertise/educational level;
• rate of inflation; and
• local economic conditions existing for the recruitment market of the position.

5. If circumstances arise during the fiscal year that warrant a salary increase, the process in #2 above should be followed.