Salary Adjustments

Merit Increases

In accordance with TAMU System Regulations 31.01.08  – Merit Salary Increases, Prairie View A&M University uses merit salary increases as a tool to reward employees with a salary increase (within that employee’s salary range) based on employees’ documented meritorious performance. Generally, such increases are considered at budget preparation time. To be eligible for a merit salary increase, an employee must meet the following criteria:

  • Have exemplary performance, as evidenced by a very good or excellent overall rating on current performance evaluation;
  • Have not received a merit salary increase within the past six months;
  • Have been employed for a minimum of the previous six continuous months; and
  • Be recommended for a merit salary increase by immediate supervisor, department head, dean (if applicable), and vice president.

Prairie View A&M University is authorized to award two types of merit salary increases:

  • Merit Raise – a merit salary increase that is added to an employee’s salary base.
  • Merit Payment – a one-time, lump sum, merit salary increase that is not added to an employee’s base salary. Merit Payments are limited to $1,000.

The amount of each merit salary increase will be determined based upon considerations such as, availability of funding and other raises awarded. To be eligible for a merit increase, individuals must have a current performance appraisal on file in the Office of Human Resources.

Whenever a merit increase program is funded and authorized, the VP for Business Affairs will prepare and distribute detailed guidelines to university budget heads. The guidelines will include the authorized merit increase amount, funding requirements, performance level required to be eligible to receive a merit increase, and other program criteria. The Board of Regents must approve merit increases prior to their implementation.

Equity Pay Adjustments

The Office of Human Resources periodically audits pay rates within classifications to identify potential pay issues. It is also the responsibility of the college or division to bring to the attention of the Director of Human Resources any significant pay issues that may exist in their organizations. Dean or division heads may initiate a pay equity adjustment whenever they determine that the present level of compensation of an employee or group of employees is at a level that:

  • It results in an unusual level of turnover of employees in the group; or
  • It results in the affected department’s experiencing significant difficulty in recruiting candidates to fill vacant positions; or
  • It results in a disparity in current paid rates for similarly classified employees in that unit; or
  • The level of compensation is substantially below the comparable level of compensation for similar employment outside Prairie View A&M University; or
  • The present level of compensation has substantially reduced the university’s ability to deliver services.

Individual equity increases shall be based on one or more of the following:

  • Internal equity; and
  • External competitiveness.

All equity pay adjustments are subject to review and approval by the university budget head, dean or division head, appropriate VP, Director of the Office of Human Resources, and the President. Funds for any approved equity pay adjustment come from the authorized budget of the affected college or division and must be approved by the VP for Business Affairs.

Promotions

In accordance with PVAMU Administrative Procedure 60.04 – Employee Promotion, a promotion is a change in job assignment from one position to another position of increased responsibility or complexity of duties requiring a change of title within a higher pay range.

When an individual is promoted, the pay will normally be adjusted to reflect the new level of responsibility. In isolated situations, when an individual’s base pay rate is at a higher level than rates paid to incumbents, an individual may be granted a promotion with no change in pay. Any promotional increase should raise the employee’s pay rate to at least the minimum of the new pay range. The hiring department has authority to grant at least a 5 percent (5%) promotional increase if the 5 percent (5%) increase is greater than the increase to the minimum of the new pay range. Conversely, a promotional increase may not increase the employee’s pay rate above the maximum of the new pay range.

Recommended promotional increases that fall outside of these parameters are governed by normal university hiring procedures and approval processes. The Director of Human Resources or designee must review and approve all promotional actions.  In determining recommended promotional increase amounts, the following factors are considered:

  • Rates paid to incumbents in the new position, both within the hiring department and in other departments throughout the University;
  • Pay range for the new position and the difference in the number of pay grades between the old position and the new position;
  • Performance level of the individual being promoted;
  • Qualifications of the individual versus qualifications of incumbents in the same job in the college or division;
  • External salary survey data, if available; and
  • Change in FLSA overtime designation; that is, a change from a non-exempt job to an exempt job.

The affected employee should not be notified of the proposed promotional increase amount until the Office of Human Resources has approved it.

Demotions

A demotion is a change in job assignment from one position to another position of decreased responsibility or complexity of duties requiring a change of title within a lower pay range. New base pay rates of employees who are demoted to jobs assigned to lower pay grades will be based primarily on the base pay rate of incumbents in the new classification.

A demotion may or may not result in a reduction in the employee’s base pay rate. The new pay rate, however, must fall within the pay range of the new job title. If the employee’s pay falls above the maximum of the new pay range, the employee’s pay must be reduced to at least the maximum of the pay range. All demotions require prior approval by the Director of the Office of Human Resources.

Lateral Transfer

A lateral transfer is a change from one position to another position at the same grade level. Normally, there will be no change to the base pay rate of an employee who is laterally transferred. Any increase granted on a lateral transfer requires the approval of the Director of Human Resources.


Was this information helpful? Provide Feedback or report broken links.