Equity adjustments may be granted for the following reasons:
- The employee's salary is significantly below the salaries of comparable jobs in the appropriate marketplace
- The position requires skills and knowledge that are critical to the department and would be difficult to replace
- The employee's salary is below the salaries of other employees in the same job family
An employee must be meeting expectations of the role to be considered for an equity adjustment. Equity adjustments are based on a case-by-case analysis and are not distributed as across-the-board increases.
If the job description is no longer accurate, it should be rewritten to determine if a promotion (job audit) is warranted. Department heads and managers who are concerned about equity within their departments should consult with their Human Resources Business Partner or UHR Compensation Services to determine if equity issues exist and, if so, the appropriate amount and timing of equity adjustments.
Equity Review Process
When the salary of an incumbent appears to be lower than peer roles, a salary increase may be warranted to maintain internal equity and competitiveness to the external market. Please follow the process below to submit your request.
1. Consult with your HR Business Partner or the UHR Compensation Services to determine if a salary increase is appropriate.
2. Obtain approval from the department head and senior leader.
3. Complete the Equity Review Request form and send it to your Human Resources Business Partner or to UHR Compensation Services.
Please see Compensation Guide for additional information.