Pay Components

Base Compensation

Base compensation is the salary paid for the job being performed. It does not include any shift differentials, overtime, or additional/temporary compensation.

Base pay increases are used to maintain competitive pay levels for those performing at an acceptable level, as well as to recognize outstanding performance. Civil Service employees in the probationary period are not typically eligible for a pay increase based on merit.

Additional or Temporary Compensation

Employees may be eligible for additional or temporary compensation based on the categories provided below.

  • Additional Pay (SPS and Faculty Only)
    • Compensates faculty and administrative staff for duties that fall outside of their current job description.
  • Off-Cycle Adjustment (SPS and Civil Service)
    • Salary adjustment for permanent change in duties.
  • Temporary Upgrade (Civil Service)
    • Salary adjustment for temporary assumption of duties and responsibilities of a higher classification may be considered a temporary upgrade. This is governed by SUCSS statute and rules and limited to 30 days.
  • Temporary Salary Adjustment (Civil Service)
    • Salary adjustment for temporary assumption of duties and responsibilities that do not meet the criteria of a temporary upgrade. Limited to 3 months.

Procedure for Determining if Additional or Temporary Compensation Should Be Provided

When a Civil Service employee is assigned additional responsibilities, HRS is required to determine if the additional duties meet the conditions of a temporary upgrade or a temporary salary adjustment. For SPS employees, HRS is required to confirm that the duties being assigned fall outside of the expectations associated with the employee’s current job description in accordance with the Academic Policy and Procedure Manual (APPM). Departments who are seeking to have an employee receive extra compensation for work performed outside of the scope of their job description, should follow the process outlined below.

  1. Consult with Human Resource Services before establishing additional compensation for additional duties and prior to communicating such duties and pay arrangement to the employee. Supervisors recommending the extra compensation should complete the Additional Pay Form and submit it to Human Resource Services, along with an updated job description outlining the additional duties. The job description should include the percentages associated with both the current duties and the new duties and the percentages should total 100%.
  2. Human Resource Services will review the form and the amount requested to determine if extra compensation is appropriate under the noted circumstances.
  3. If the request for extra compensation is found appropriate and the employee is a salaried employee, the Additional Pay Form will be processed through the appropriate approval process. Once that has been completed the supervisor should communicate the work and the compensation to the employee. Please note that it is the responsibility of supervisors to ensure that appropriate funds are available for compensating the employee for the proposed additional work, and that the employee has accepted the terms of the additional compensation. If the request for extra compensation is found appropriate and the employee is hourly, the employee will be required to record the amount of the adjustment on the time sheet for the applicable pay periods. Only hours recorded on the time sheet and summary sheet will be paid. In order to pay the higher rate for sick and vacation days, the hours should be recorded on the sick leave or vacation hours used row and the ACP row on the time sheet.
Back to top