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2018-19 Pay Program: Frequently Asked Questions

  • Recruitment & Staffing
  • Classification & Compensation
  • Employee Relations
  • When will the minimum wage increase and one-time performance payments be effective?
    Increases to the university minimum wage will be effective July 1, 2018. One-time performance payments will be distributed to employees in their December 21, 2018, paychecks.

    Are OPS employees eligible for the minimum wage increase or the one-time performance payments?
    No. OPS employees—including house staff, postdoctoral associates, and adjunct faculty—are not eligible for the minimum wage increase or one-time performance payments.

    I recently accepted a position with the University. Will I be eligible for the minimum wage increase and one-time performance payments?
    Faculty and staff hired on or before June 30, 2018, are eligible for the one-time performance payments, provided they meet all other eligibility criteria. All active TEAMS and USPS employees are eligible for the minimum wage increase.

    I am currently participating in DROP. Will I be eligible for the minimum wage increase and the one-time performance payment?
    Yes. Faculty and staff who are currently enrolled in DROP are eligible provided they meet all other eligibility criteria and are employed when the increases are awarded.

    Can a department elect to provide a one-time performance payment greater than 4 percent to a staff or faculty member?
    Yes. No individual percentage limit has been established for eligible faculty or staff members, so long as the total payments awarded in the unit do not exceed the total identified one-time performance payment pool for the unit; individual performance payments can vary based on the unit’s discretion.

    What is the University’s eligibility criteria for the one-time performance payment?
    Employees who have received notification of non-renewal, layoff, or ending of a time-limited appointment are not eligible for the one-time performance payments, nor are employees who have received discipline since January 1, 2018, in the form of a written reprimand or suspension.  Additionally, faculty who are currently on a “performance improvement plan” also are not eligible.

    Can my unit establish additional eligibility criteria for awarding the one-time performance payment?
    Yes. Units can establish more specific eligibility criteria for awarding one-time performance payments in addition to the University’s eligibility criteria.

    Can departments use departmental funds to increase the one-time performance payment pools?
    No. Departments may not increase the established pools of 4 percent. Participation in the merit pool for College of Medicine-Gainesville faculty will be in accordance with the college’s faculty compensation plan.

    Can a one-time performance payment be charged to a research grant or contract?
    No. The Office of Research, along with the Office of the General Counsel, has determined that one-time performance payments to employees CANNOT be charged to a research contract or grant.  Funds 211 and 212 may be used to provide the one-time performance payments, provided the individual is assigned to research.  Any distributions from the 211 and 212 funds must be proportional to the individual’s assigned research. For example, if an individual’s FTE is assigned 50 percent to research, 50 percent of the one-time performance payment could be charged to the 211 or 212 funds. If funds are not available from the 211 or 212 fund, the unit will need to identify another appropriate funding source for these payments.