2022 Salary Increase Frequently Asked Questions
The purpose of a PIP, or Performance Improvement Plan, generally means that you are working with your manager to bring your work performance up to a ‘meets expectations’ standard that you have both agreed on. Should an employee successfully complete a PIP, they will be eligible for an increase prospectively after the PIP has been completed. Please discuss with your HR Business Partner before submitting any salary increase for the employee who completes a PIP.
The approved base pay increase is effective as of July 1, 2022. The new salary will be reflected on the July 8 and July 15, 2022 paycheck.
Some of the key differences with the new process include:
1) Managers in collaboration with their leaders will have the flexibility to submit a recommended increase rate. 2) The review and submission of salary increase will be entered directly in the Workday Compensation module.
Your manager will provide salary increase information to you once approved and finalized.
If you have questions or need additional guidance on the new salary increase process, please contact the staff below:
If you have questions or need additional guidance on the process, please contact the staff below:
Managers will have the flexibility to submit a recommended salary increase rate for each of their staff members (in collaboration with their department leader).
The Department/School Leader will provide the final approval for the salary increases based on the recommendation by the managers and the approved salary increase pool budget.
HR encourages managers to use the following thought process:
1) Determine who your strongest performers are first.
2) Confirm they are paid within the salary ranges, e.g., at the market 25th percentile or above.
3) Review their pay position versus the median (50th percentile) based on data provided by HR/Compensation. Strongest performers paid farthest from the median should be the first to be considered for market adjustments as budgets permit.