1. Inability to attract suitable qualified applicants (unqualified applicants and/or small number of applicants in pool).

2. Exceptional qualifications of selected applicant.

3. Critical position.

4. High turnover in position or class

5. USF starting salary lower than market.

1. Usually no change in pay.

2. Temporary special pay increase (same position).

3. When duties come from a different, vacant, higher level position, temporarily promote the employee into the higher-level position with commensurate temporary pay increase; may be additional or replacement duties. For A&P, use "Acting" appointment modifier when employee is acting in the capacity of an employee who would fill the position on a permanent basis.

1. Supervisor, as delegated.

2. Provost/VP or designee or Dean/Director when so delegated.

3. Provost/VP or designee or Dean/Director when so delegated.

1. When higher-level duties do not warrant a reclassification of the position or increase in pay grade, request a special pay increase and submit revised position description to Compensation (HR) to review.

2. Same position: Promotional increase for reclassification of current position to a higher level position or assignment of a higher pay grade.

3. Different position: Promotional increase for appointment to a different, higher-level position or position which reflects the higher-level duties, responsibilities.

1. Provost/VP or designee or Dean/Director when delegated from Provost/VP up to maximum of pay range. HR approval required for over maximum of the pay range.

2. Dean/Director requests classification change; HR approves/disapproves classification action; Provost/VP/dean/director approves amount of pay increase up to maximum of pay range; HR if over the maximum.
   

3. Provost/VP/Dean/Director or hiring authority approves promotion and amount of pay increase up to maximum of pay range. HR approval required if over the maximum

1-3. Special pay increases apply to A&P and USPS employees.

1. Special pay increase for retention (there is a strong likelihood employee would leave).
   
   
2. Special pay increase for market salary adjustment.
   
   
3. Special pay increase for documented counter offer.
   

4. Faculty off-cycle increases and administrative stipends.

5. Salary Enhancement Program – with performance as a key factor, provides some funds to bring some salaries closer to market
   

1. Recognition of outstanding or exceptional performance.

2. Short-term accomplishment; performance over a specific period of time or for a specific project/task; reaching a milestone in the accomplishment of a major goal or objective.

3. For outcomes and/or goal accomplishments which have a long-term, cumulative impact; for consistently superior performance over a number of years, where lump sum bonuses may have been given; for superior application of new competencies which are expected to be consistently applied over an extended period of time; to align base pay more appropriately with market based on performance.

1. Bonus, where applicable (see previous)
   

2. Outstanding service award (annually).
   

3. Discretionary annual increases (when appropriated by Legislature).

4. Pay for Performance – lump sum.

5. Pay for Performance – Increase to base pay.

1. Provost/VP or dean/director when delegated by Provost/VP.
   

2. Provost/VP or no lower than Assoc or Asst dean/director when delegated by Provost/VP.
   

3. Nomination may be made by anyone Committee recommends and VP approves.

4. Provost/VP allocates discretionary funds to deans/directors for distribution to eligible/ selected employees.

5. Provost/VP has authority which may be further delegated. HR approval required for pay over the maximum of the pay range.

1. Permanent change in assigned duties to lower-level class.

2. May be voluntary or involuntary

1. Downward reclassification to a lower-level class or pay grade of current position with a demotion and with or without a reduction in pay, (pay may not exceed maximum of the lower pay grade for USPS).

2. Demotion to a different, lower-level position with or without pay decrease (pay may not exceed maximum of the lower pay grade for USPS).

1. Insufficient funds to grant pay increase at the time the employee action is taken and funds become available at a later date

1. Delayed pay increase within 12 months after the employee action
   

2. Special Pay Increase for delayed pay increase after 12 months from the employee action

1. Dean/Director approves provided documentation of intent to give increase and the amount of the increase was made at the time the employee action was made and funds become available within 12 months of the effective date of the employee action. HR approval required for over maximum of pay range.

2. Approved by appropriate vice president or the Provost (or dean/director if authority has been delegated) provided documentation of intent to give increase and the amount of the increase was made at the time the employee action was made and funds become available after 12 months from the effective date of the employee action. HR approval required for over maximum of pay range.

1. For USPS employee, majority of work hours are between 5:00 PM and 6:00 AM and additional pay required to maintain competitiveness with market

2. USPS Employee required in writing to be available to return to work or provide assistance by computer or telephone outside of regular work hours.

3. USPS Employee called back to work outside of regular work hours.

4. Non-exempt OPS or USPS employees required to work in excess of 40 hours during the workweek

5. Exempt USPS employees required to work in excess of 40 hours during the workweek.

6. USPS employees required to work on a holiday

7. Employees of same or similar level in a location removed from a supervisor .

1. Shift differential.

2. On-call pay.

3. Call-back pay.

4. Overtime pay at 1.5 times regular hourly rate or Overtime Compensatory Time for Non-exempt USPS employees only.

5. Earn regular compensatory leave hours up to a max of 120 hrs.
   

6. Special Compensatory leave hours

7. Leadworker

1. HR designates position as eligible for shift differential; payment is approved by dean/director, processed through Payroll. Applies to USPS employees only.

2. HR designates position as on-call-eligible; supervisor places employee on on-call status; payment is approved by dean/director, processed through Payroll. Applies to USPS employees only.

3. Payment is approved by dean/director; processed through Payroll. Applies to USPS employees only.
   

4. Payment is approved by dean/director for non-exempt employees only, processed through Payroll.

5. Dean/director; may be delegated to supervisor. (applies to exempt USPS employees only)

6. Dean/director; may be delegated to supervisor. (applies to exempt USPS employees only)

7. HR designates position as leadworker, dean/ director requests temporary pay increase which is removed when leadworker responsibilities are removed.