• Temporary or Permanent Increase in Responsibilities
• Pre-emptive Salary Offer
• Counter-Offer
• Administrative Responsibilities Associated with Serving as a Department Chair, Associate Dean or Director of a Major Unit within USF Health

PROCEDURE
SALARY ADJUSTMENT FORM

Policy

USF Health embraces the USF compensation philosophy that employees will be paid equitably and fairly in comparison to individuals in comparable positions within USF Health (internal equity) and outside of the University (external equity). Individual competencies, assigned duties and responsibilities of the position, and performance levels are bona fide reasons for differences in pay within a classification or pay range. In some cases, length of service may be a bona fide reason for a difference among salaries.

Ordinarily, the State of Florida Legislature authorizes annual salary increases once a year for faculty. However, there are circumstances that occur outside of the normal salary increase cycle that may warrant salary increases. Within USF Health, faculty may be awarded additional compensation for a significant increase in responsibilities (on a temporary or permanent basis), a pre-emptive offer or a counter-offer in accordance with the criteria provided below:

Temporary or Permanent Increase in Responsibilities

1.   A temporary increase in administrative responsibilities should be compensated by a temporary increase in salary, commonly referred to as a stipend. Temporary administrative assignments and related stipends may be removed at any time by the Dean with Vice Presidential approval. The stipend must be removed when the assignment is completed.

Stipends should generally not exceed 15% of the individual's current base salary and should be based on:

• the nature of the assignment (scope, complexity, consequence of error);
  
• the relationship of the proposed amount to the approved external market for comparable duties; and,
  
• the relationship of the proposed amount to salary adjustments provided to faculty within the college or unit with comparable additional duties.

Release time from other assigned duties should be considered when determining the appropriate stipend amount

2.  An assignment that results in a permanent increase in responsibilities should be compensated by a permanent increase in salary.

Permanent increases in salary should generally not exceed 10% of an individual's current base salary and should be based on:

• the nature of the assignment (scope, complexity, consequence of error);
  
• the relationship of the proposed amount to the approved external market for comparable duties; and,
  
• the relationship of the proposed amount to salary adjustments provided to faculty within the college or unit with comparable additional duties.

Pre-Emptive Salary Offer

A pre-emptive salary offer may be awarded to retain a faculty member when there is a strong potential of losing the individual. The adjustment should be awarded only to faculty who are considered to be critical to the success of the College and/or unit.

Internal and approved external market equity data for comparable positions should be used to determine the magnitude of any pre-emptive salary adjustment. Generally, pre-emptive salary adjustments should not exceed 15% of an individual's current base salary and should be effective at the beginning of the next contract year from the date of request.

Counter-Offer

Upon receipt of a written job offer from another institution, a counter-offer may be recommended to retain a faculty member who is considered to be critical to the success of the College and/or unit.

Internal and approved external market equity data for comparable positions should be used to determine the magnitude of any pre-emptive salary adjustment. Generally, counter-offers should not exceed 15% of an individual's current base salary.

Administrative Responsibilities

1.  Department Chair

The administrative assignment and related duties as a Department Chair, as well as the related stipend, may be removed at any time by the Dean with Vice Presidential approval.

The overall role of a departmental chair is generally the same across departments within USF Health. However, the scope, complexity and consequence of error of the positions vary based on the nature of the discipline and College.

Stipends for Departmental Chairs should generally not exceed 20% of the individual's current base salary and should be based on:

• the nature of the assignment (scope, complexity, consequence of error);
  
• the relationship of the proposed amount to the approved external market for comparable positions; and,
  
• the relationship of the proposed amount to comparable positions within the college.
  

2.  Associate Dean or Director

The administrative assignment and related duties as an Associate Dean or Director of a major unit within USF Health, as well as the related stipend, may be removed at any time by the Dean or Vice President. Removal of administrative assignments and related stipends within a College must be approved by the Vice President.

The assigned duties to an Associate Dean within a College or Director of a major unit within USF Health vary. Stipends for such assignments should generally not exceed 20% of an individual's current base salary and should be based on:

• the nature of the assignment (scope, complexity, consequence of error);
  
• the relationship of the proposed amount to the approved external market for comparable positions; and,
  
• the relationship of the proposed amount to comparable positions within the college or USF Health.

Procedure

All requests for salary adjustments outside of the annual salary increase process must be submitted to the Vice President of USF Health for approval on the USF Health Faculty Salary Adjustment Form. Completed forms should be submitted to the Office of Faculty Affairs for review prior to submission to the Vice President for approval.

Requests for salary adjustments for temporary or permanent additional duties must include a detailed description of the increase in responsibilities along with the rationale to support the salary adjustment amount including available external equity salary data for comparable positions.

Requests for pre-emptive salary adjustments or counter-offers must also include internal and external equity salary data for comparable positions.  Requests for pre-emptive salary adjustments must include an explanation of why there is a likelihood that the faculty may leave and an explanation of his/her value to the College or USF Health. A counter-offer must include a copy of an offer of employment from another institution and an explanation of their value to the College or USF Health. Increase amounts exceeding those referenced in the policy require an additional explanation of the need for the exceptional increase. Effective 1/30/2002

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