The University may supplement employees' pay when they assume additional assignments at a higher level or temporarily fill vacant positions at a higher grade than their current positions. Pay supplements are recommended by the employee's department head and must be approved by the appropriate senior officer.
The Compensation Director will evaluate the new duties and assign the appropriate salary grade and recommend or approve the pay supplement amount in accordance with the Determining Salaries for Newly Hired or Promoted Positions (link).
For employees to receive pay supplements, the following criteria must be met:
- The assignment duration is a minimum of one month and not longer than one year
- The department head requesting the additional assignment demonstrates that the assignment results from either an additional need for a service or function, or from circumstances such as the prolonged absence of another staff member or a vacancy in the department
- The new duties are at a higher level than the employee's current job duties
- Budgetary provisions exist to meet the cost of the additional compensation
For additional detail please refer to HR Policy 40.043.
A bonus may be awarded upon completion of special assignments and/or projects however a bonus might not be appropriate to use when an employee is filling in for someone at a higher level.
The extraordinary accomplishment of a special assignment and/or project should require considerable extra effort and time, be outside the scope of the individual's Job Description, and not performed on a continuing basis. Special pay for extraordinary accomplishment may be used to recognize special assignments and/or projects which meet the following criteria:
- They are extraordinary in nature;
- They are non-recurring; and,
- They require significant effort well beyond a position's defined scope or working hours.
- The employee must have been rated as "Proficient" or "Highly Accomplished" on the most recent performance evaluation.
- The employee must be a regular employee and not temporary employee.
Nonexempt employees should always be compensated for extra hours worked in accordance with Overtime and Compensatory Time for Employees in Nonexempt Positions (HR Policy 40.031). Part-time employees should have their additional hours reflected on the appropriate time sheets.
Determining Award Amounts for a Staff Bonus
Bonuses should be granted in increments of $100, up to a maximum of 10% of an employee's base salary. The dollar amount should be in relation to the size and scope of the special assignment and/or project completed. The minimum amount should be $300. The duration of the special assignment or project must have exceeded eight weeks.
A bonus is awarded as a lump sum payment, not added to the base salary, and the employee does not receive benefits on these dollars. It may be granted at any time during the fiscal year and must be funded from existing budget dollars. It is awarded upon the successful conclusion of the special assignment and/or project.
Specific requests should be approved by the department head and senior officer and submitted to the Compensation Services of Human Resources a Staff Bonus Request Form.