New Information Included — Please Review Carefully

Distribution of Money

Performance:  As you distribute funds within your organization, we encourage you to differentiate based on individual performance. For example, individuals who exceed expectations might be given a raise well above average and individuals who meet expectations might be given a raise in the average range, as warranted by their performance. Individuals who do not meet expectations might be given a raise well below average. (It is unlikely that an individual involved in a disciplinary process would receive a raise.) In order to give more to some individuals, it will be necessary to give less to others. By distributing the funds in this manner, you could recognize the good, solid performers and the star performers, so that individuals who are contributing the most to the University would be rewarded accordingly.

Salary Range:  The salary range extends from 77% to 123% of the range midpoint. The Position in Range (PIR) indicates the position of the employee in the salary range in relation to the midpoint. Employees must be paid at or above the range minimum. Employees who are at or near the range maximum can only receive up to the calculated increase amount (indicated by an asterisk on the screen).

Classifications/Budget Types:  Colleges/divisions will have one or more of the following classification/budget types: Administrative/Budgeted, Administrative/Non-Budgeted, Staff/Budgeted, and/or Staff/Non-Budgeted. Money cannot be moved from one classification/budget type to another.

Employment Status

Employment Termination:  Employees terminating employment from BYU before September 1, 2006 should not be assigned a raise. Their calculated increases cannot be redistributed to others (leave their increase amounts in the "Balance").

New Employees:  Employees hired on the 2005-06 salary structure are eligible for salary increases and will show up on your lists. If they are performing well as a new employee (i.e. they are in the training period and progressing as expected), an increase is merited. If they do not receive at least the range movement of 2.75%, their salary will lag with limited opportunity to "catch up" in the future.

Employees hired on the 2006-07 salary structure will not appear on the lists as their salaries were set according to the new salary structure.

Employees on Leave of Absence:  Employees on leave of absence will be listed under the "Exclusions" tab. Depending on when they return to work, they will either be moved under your "Salary Review" tab in order to be provided an increase, or a Paf/ePaf will need to be submitted in order to provide an increase for them upon their return to work.

Excluded Employees:  Questions about excluded employees should be referred to your Compensation representative.

Employee Notification Letters

Individual employee letters in hard-copy form will be mailed to department heads to allow for one-on-one meetings between employees and their supervisors or department heads.

Employees not receiving a raise will not receive a letter. It is assumed that supervisors have already addressed performance issues with these employees and will inform them that they will not receive a salary increase this year.

Resources

For an explanation of the BYU Salary System for staff and administrative employees, please refer to the Supervisors Guide to Administrative and Staff Salaries located at http://www.byu.edu/hr/employees/procedures/salary-system

If you need assistance, please contact your Compensation Representative as listed below: