Employees may receive a pay adjustment when:
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- Promoting: Moving to a higher pay grade position.
- Transferring or Reassigning: Moving to a position with the same pay grade.
- Demoting: Moving to a lower pay grade position.
Explore the salary ranges for each pay grade in the compensation section of this site.
Overview
Special pay increases (SPIs) allow supervisors to provide salary increases to employees without changing their job classification. SPIs can be provided for the following reasons:
- Additional Duties: Permanent or temporary salary increase due to increased job responsibilities.
- Internal or External Market Equity: Salary increase to address market or internal equity issues.
- Counter Offer: Salary increase in response to a job offer.
- Sustained Superior Performance (Recurring): Salary increase for exceptional ongoing performance.
- Superior Performance (Nonrecurring): One-time increase for exceptional project performance or significant increase in productivity.
- Incentive Payments
Additional Duties
Permanent or temporary salary increase due to increased job responsibilities, which can be new duties or increased volume.
Internal or External Market Equity
Salary increase to address market or internal equity issues. If there are 15 or more requests for market equity increases, a memo must be completed with the following information:
- Broad reasoning for increases and how they were determined.
- Sources or benchmarks used to determine the raises.
- Approval from appropriate college/department leadership, including VP/Dean.
Please contact Classification & Compensation at compensation@ufl.edu for further guidance.
Counter Offer
Salary increase as a result of a job offer.
Sustained Superior Performance (Recurring)
Salary increase in recognition of exceptional ongoing performance in regular responsibilities.
Superior Performance (Nonrecurring)
One-time increase for exceptional project or assignment performance or a significant increase in productivity. These should be considered in exceptional circumstances and not used for compensating non-exempt employees for overtime work.
Superior Performance (Nonrecurring) vs. Sustained Superior Performance (Recurring)
A nonrecurring superior performance one-time payment should be used to reward and recognize staff members whose extraordinary efforts in the completion of a special project or assignment contribute significantly to the University. These efforts include:
- Accomplishments or contributions that advance department, division, college, or University objectives.
- Contributions that significantly impact important objectives, deliverables, or timelines.
- Extraordinary efforts during time of critical department need.
- Innovative work ideas improving operational efficiencies, workflow, or customer service.
Nonrecurring increases should not be provided for:
- Outstanding or excellent performance in regular responsibilities.
- Efforts with no significant impact on major projects or assignments.
- One-time work for non-exempt employees instead of reporting time worked.
Incentive Payments
- Recognize and reward employees for significant performance and contributions.
- Based on pre-established goals in a pre-approved plan.
- Can be used to retain key employees.
- Plans must be submitted to Classification and Compensation in advance.
- Final approval by the Vice President for Human Resource Services.