Compensation Information: Non-Union Employees
USF's compensation practices for non-union employees are based on USF’s compensation philosophy and are:
- Externally competitive wage and salary ranges are developed using relevant and competitive market data and are reviewed and updated periodically. Salary ranges span from 80% to 120% of the compensation target (i.e. average pay for a similar position with similar responsibilities).
- Compensation targets may exceed the average of a particular labor market in order to address exceptional recruiting and retention needs or to attract and retain employees in areas where the university is or aspires to be a leader.
- Compensation is compliant with federal, state, and local laws. Employees are paid similarly for “substantially similar work” (i.e. work comprised of a similar level of skill, effort, and responsibility that is performed under similar working conditions).
- Compensation is determined by the employee’s position, performance, special skills, education, and/or length in position.
- As funding permits, compensation increases focus on recognizing performance, maintaining market alignment, and retaining personnel.
- Compensation for new employees recognizes individual skills and experience while considering the marketplace and pay for current employees with similar responsibilities.
Based on the results of annual performance reviews for employees and subject to the approval of Deans and Vice Presidents, supervisors will make merit increase recommendations for non-union employees. Merit increases are based on available funding and employees’ individual performance as measured by achievement of goals and objectives. Wage and salary administration guidelines will be prepared annually and will be based on the budgeted merit pool.
As determined by the University, non-union employees may be eligible for an annual merit increase. Each year, Compensation provides merit pool and salary information, including current salaries for non-union employees, salary ranges, and compa-ratios (i.e. current salaries in relation to compensation targets), to the Deans and Vice Presidents. Taking into consideration budget, compa-ratios, and employee performance, the Deans and Vice Presidents then submit merit increase recommendations to the Compensation Manager. The Vice Presidents and Deans are notified about final salary increases after review and approval by the President's Office.
Union employees should refer to their collective bargaining agreement for information on merit increases.