Other Salary Adjustments

Salary Adjustments

Decisions on all salary adjustments must be implemented in accordance with legislative requirements. Colleges and divisions are also responsible for insuring compliance with all applicable federal and state rules and regulations regarding compensation.

Merit Increases

Each year as part of the budget planning process, the University of Houston will prepare a salary budget that specifies the average increase amount, if any, to be given to employees during the fiscal year. The salary budget will be based on a comparison of the university's pay rates to external salary survey data, as well as the salary budgets projected by other peer and comparison organizations. The salary budget will reflect dollars available to fund general and/or merit increases.

University of Houston policies permit the awarding of merit increases on a semi-annual basis to be effective on September 1. Only benefits-eligible employees who have completed six month of continuous employment at the University as of the effective date of the merit program are eligible to receive a merit increase.

Merit increases are based on an employee's documented job performance and are intended to reward individual performance, increased productivity, improved quality, and/or reduced costs. To be eligible for a merit increase, individuals must have a current performance appraisal on file in the Human Resources Department.

Whenever a merit increase program is funded and authorized, the Human Resources Department will prepare and distribute detailed guidelines to college and division business administrators. 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. Merit increases must be approved by the Board of Regents prior to their implementation.

For specific details on FY2014 Merit Guidelines, click here.

Equity Pay Adjustments

The Human Resources Department periodically audits pay rates within classifications to identify potential pay problems. It is also the responsibility of the college or division to bring to the attention of the Assistant Director for Human Resources any significant pay problems that may exist in their organization.

A dean or division head may initiate a pay equity adjustment whenever he or she determines that the present level of compensation of an employee or group of employees is at a level that:

  1. it results in an unusual level of turnover of employees in the group; or,
  2. it results in the affected department experiencing significant difficulty in recruiting candidates to fill vacant positions; or, 
  3. it results in a disparity in current paid rates for similarly classified employees in that unit; or, 
  4. the level of compensation is substantially below the comparable level of compensation for similar employment outside the University of Houston; and, 
  5. 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
  • external competitiveness
  • longevity
  • quartile within salary range

All equity pay adjustments are subject to review and approval by the college or division administrator, dean or division head, and the director of the Human Resources Department. Normally, funds for any approved equity pay adjustment must come from the authorized budget of the affected college or division.

Interim Pay Adjustments

A temporary, acting, interim, or similar assignment may be made to perform all or part of the duties of a higher-graded vacant position, or to perform specific, temporary duties that are not expected to be of a permanent nature. Any such assignment will be designated an “interim assignment.”

Per MAPP 02.01.01.V.9, a temporary pay increase may be granted to an employee for additional responsibilities on an interim basis.  Types of interim assignments are as follows:

  1. Vacancy:  An employee is asked to temporarily assume the duties of a higher graded position that has fallen vacant or whose incumbent is on leave.
    1. Minimum interim term is one month.  Maximum interim term is six months unless the job is above grade 114 or designated “hard to fill” by Human Resources.
    2. If the interim assignment is to cover a vacancy, the vacant position must be posted within two weeks of incumbent’s separation from the university unless the job has been submitted to Human Resources for review and revision.
    3. Interim pay amount is subject to the pay guidelines below.
    4. Requires prior approval from Provost or appropriate VP and Human Resources.
    5. Interim appointments and the amount of the temporary salary adjustment must be approved in advance of any discussions or written communication with the employee.
  2. Temporary Reassignment:  An employee is asked to temporarily take on specific duties outside the normal scope of work.
    1. Duties must be outlined in offer letter to employee.
    2. Maximum term of the assignment shall be no longer than one year.
    3. Interim pay amount is subject to the pay guidelines below.
    4. Requires prior approval from Provost or appropriate VP and Human Resources.
    5. Interim appointments and the amount of the temporary salary adjustment must be approved in advance of any discussions or written communication with the employee.
  3. Other:  All other requests for interim assignment must have prior approval from Provost or appropriate VP and Human Resources, specifying duties, pay, and length of interim assignment.


Standard Increase for Vacant Title of: Standard Percentage of Salary Minimum Monthly Increase Maximum Monthly Increase
Director 8% $750 $1000
Manager 7% $500 $750
Assistant Manager 6% $250


Team Lead/Other Professional 5% $150 $250



General Considerations for Interim Increases

  1. If employee is still performing duties of primary assignment, interim pay should be at or near 70% of market and no more than 80%.
  2. If employee no longer performs original assignment and serves solely in new capacity, salary can be 85%-90% of market.
  3. Interim increase should be no more than 15% of original salary except under exceptional circumstances.  In all cases interim pay will be capped at 20% of original base salary.
  4. Employee's interim pay should not be greater than pay rate of previous incumbent except under exceptional circumstances.

Interim Assignment Time Period

  1. Interim assignments shall be no shorter than one month and no longer than six months, except for a job that is above grade 114 or designated “hard to fill.”
  2. If the period of the assignment will cross fiscal years, it must be ended on August 31 and a new ePAR created to begin the assignment again on September 1.

Pay Above Maximum

If, for any reason, an incumbent's base pay exceeds the maximum of the grade, the employee's pay will be "red circled." This means that all base pay rate increases will be withheld until the base pay rate falls within range, at which time the incumbent will be eligible for future increases.
Any exception to this policy requires prior approval by the director of the Human Resources Department.