Update: EHRA annual raise process approved
Each constituent institution must conduct an annual raise process (ARP) for EHRA faculty and EHRA non-faculty employees for the 2017-2018 fiscal year. All ARP increases will be retroactive to July 1, 2017.
There is no across‐the‐board or automatic legislative increase for EHRA employees for fiscal year 2017‐2018. Instead, legislative increase funds for EHRA employees will be applied to a pool allocated to each campus for use in the ARP process. The ARP process will be supported by these legislatively allocated funds in combination with any local budget resources determined by Chancellors to be appropriate for a recurring annual salary adjustment.
The ARP for Faculty and Non‐Faculty Employees Exempt from the State Human Resources Act (EHRA) for fiscal year 2017‐2018 must be accomplished in accordance with the following instructions:
1. There is a positive requirement than an ARP process be conducted by each institution that, at minimum, utilizes the allocated legislative salary increase funding for fiscal year 2017‐2018 for EHRA employees.
2. There is no requirement that additional local funding above and beyond this pool be used for the ARP, and any supplementation of the legislative increase pool is at the discretion of the Chancellor.
3. The ARP increase shall be retroactive to July 1, 2017.
4. The ARP process shall apply to “permanent” or “regular” (typically benefits eligible) EHRA faculty and staff who were active in this employment status as of January 1, 2017 and remain in this status as of the first of the month that the ARP increase is paid; “non‐permanent” or “temporary” EHRA faculty and staff are not eligible for this process.
5. The ARP increase, if any, shall be awarded on an individual employee basis at management’s discretion. This shall not be considered an employee entitlement and should not be implemented in an automatic or across‐the‐board fashion. This differs from the SHRA legislative adjustment process.
6. The ARP increase, when awarded, must be based on the following criteria: individual meritorious performance, including teaching, service, publications, and/or research productivity for faculty, and retention of key or hard‐to‐recruit personnel. Secondary criteria that may be considered include equity and labor market.
7. Any individual ARP increase for fiscal year 2017‐2018 shall not result in a new base salary that is 4.99% or greater of the June 30, 2017 base salary. Therefore, any base salary adjustments made effective July 1, 2017 to date count toward the ARP cap of 4.99%. So for example, if an employee has already received a 3% increase in this fiscal year, but prior to the ARP, only 1.99% remains eligible for an ARP increase. If an employee has received greater than 4.99% in the current fiscal year prior to the ARP, then there is no eligibility for any ARP increase amount.
8. As in past years, faculty rank promotions do not count toward the ARP cap. So in the case of a faculty member who received a promotion‐related base salary increase in the current fiscal year but prior to the ARP, the faculty member remains eligible for an ARP adjustment up to the indicated cap of 4.99%. While advance individual submissions for BOG consultation will not be required for ARP increases for promoted faculty with salaries of $100,000 or greater with a cumulative adjustment of 5% or greater (including the ARP), institutions will be required to submit a summary of these actions to General Administration at the conclusion of the ARP process for reporting to the BOG.
9. An ARP‐related increase may not exceed an established EHRA salary range, unless GA has approved a specific salary range exception for purposes of the ARP. For campuses with management flexibility that have BOT‐approved EHRA salary ranges for Tier II Senior Academic and Administrative Officers (SAAO), the ARP increase may not exceed any campus‐based salary range unless the BOT approves an exception or has delegated authority to the Chancellor to grant such exceptions within prescribed limits.
10. Annual salary adjustments tied to BOT and/or BOG‐approved faculty incentive pay plans or other special BOT/BOG‐approved special compensation plans are exempt from the ARP guidelines and should follow the provisions of those plans.
11. Subject to any limitations imposed under the State Retirement System and the legislative appropriations process, faculty members who entered the Phased Retirement Program on July 1, 2017 are not eligible for an ARP salary increase; however, faculty members who entered the Phased Retirement Program in 2016 or prior years are eligible for salary increases and merit pay based on annual evaluations.
Contact: James Lucas
July 31, 2017