Skip Ribbon Commands
Skip to main content

FY 2013-2014 Classified Staff Compensation and Performance Management FAQ 

This information is also available in Spanish.

1.  How will classified compensation increases work this year?

There are several changes impacting classified compensation this year. Classified staff are eligible for a 2% cost of living adjustment (COLA), a performance based merit increase (based on a 1.6% pool) and an increase if an employee’s new salary (after COLA and merit increases are applied) falls below the new minimum salary for their job class.

2.  Will all classified employees receive the 2% COLA?

Yes.  All active classified employees who are employed by the University prior to July 1, 2013 will receive the COLA increase, regardless of performance rating. However, if an employee’s salary is at range maximum, the COLA increase will be a non-base building one-time payment.

3.  Will all classified employees also receive a merit (a performance based) increase?

Classified staff who were hired before April 1, 2013 and received a performance rating of Level 2 or 3 for the 2012-2013 performance management cycle will receive a merit increase. The amount of the merit increase is based on the chart below.

4.  How much will my merit increase be?

Merit pay is based on an employee’s performance rating and placement within the salary range (see chart below). If an employee’s salary falls within the fourth quartile, the merit increase will not be base building and will be paid as a one-time lump sum payment in the July 31, 2013 paycheck.  

Performance Matrix % Increase for FY 2013-2014 Merit Pay
Range Minimum
Range Maximum
2012-13 Performance Rating
Level 3
Level 2
Level 1
Base building increase
Non-base building, one-time payment
If the employee has not been employed during the full performance year (4/1/2012-3/31/2013), the merit percentage will be prorated based on the number of months employed. Working one day in a month equals one month of service.

5.  How do I know which quartile I am in?

The FY 2012-2013 compensation plan lists salary ranges divided into the 4 quartiles and is available on the Department of Personnel and Administration (DPA) website.  Employees can identify their quartile based on their salary as of June 1, 2013. 

6.  Will my merit, performance-based increase be prorated if I did not work for the University during the entire performance management cycle (4/1/12–3/31/13)?

Yes.  The merit increase will be prorated based on the number of months you worked during the performance cycle. This proration does not apply to the COLA increase.

7.  How will my new salary be calculated?

The COLA increase will be added to your current base salary and then your merit increase will be added to that new amount.

8.  Will any of the classified salary ranges change (i.e. will some minimums increase and/or some maximums decrease)?

Yes.  The FY 2013-2014 compensation plan lists salary ranges, including any new minimums or maximums, for all job classes effective July 1, 2013. 

9. Is the Information Technology Services System Maintenance Study completed and approved? 

Yes.  Changes to the IT Services class series are indicated in the chart below:
Current Class
Current Class Title
New Class
New Class Title
App Programmer Intern
IT Technician
IT Technician I
IT Technician II
IT Professional I
IT Professional
IT Professional II
IT Professional III
App Programmer I
App Programmer II
App Programmer III
IT Professional IV
IT Supervisor
IT Professional V
App Programming Manager
IT Manager
IT Professional VI
IT Professional VII
Please refer to the FY 2013-2014 compensation plan for salary ranges effective July 1, 2013.

10.  What if my new salary, which includes the COLA and merit increase, is below the proposed 2013-2014 range minimum?

Your salary would increase to the new range minimum on July 1, 2013.

11. What if my new salary, which includes the COLA and merit increase, is above the proposed 2013-2014 range maximum?

Your salary will not immediately change. You will be placed in saved pay status for three (3) years. After three years, if your salary is still above the range maximum, it will be lowered to the new range maximum.

12. If I convert to an Officer and Exempt Professional (OEP) position during the classified performance management cycle, am I eligible for any classified compensation increase?


13. I am in a classified position but received a promotion after the performance cycle. Am I still eligible for a merit increase?

Yes.  You are eligible for the merit increase regardless of whether you were promoted or transferred from one department to another as long as you are in a classified position on June 20, 2013 and received a final overall performance rating of 2 or 3 for the 2012-2013 plan year. Please note that your new salary will be calculated based on your classification (job title and salary) as of June 1, 2013. 

14. What if I didn’t receive a performance evaluation for the 2012-13 plan year?

All classified employees hired on or before March 31, 2013 are required to receive a performance evaluation. If you have not received an evaluation by May 1, 2013, please contact the Office of Labor Relations at 303-492-0956.

15. If I have additional questions about my new compensation, who should I call?

Please call Employment Services at 303-492-6475.