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            This information was for FY'02 (2001-2002)

     Salary Increase Terminology for Non-Faculty:  

4% salary Increase or a minimum of $1200:

All benefit eligible employees with 12 continuous months of service immediately preceding August 31, 2001 are eligible for the state mandated increase equal to the greater of 4% or a minimum of  $100/month.   (All employees whose salary is $30,000 or less will be receiving a flat rate increase of $1200; all employees whose salary is greater than $30,000 will receive the 4% increase).

The mandated increase will be awarded to all (non-faculty) budgeted, benefit-eligible employees who have been continuously employed by the A&M - Commerce for the 12 consecutive months immediately preceding August 31, 2001. 

If an employee transferred into the A&M System during FY 2001 from an outside state agency, and the combined service (state and A&M System) for this employee equals 12 consecutive months of state service, a manual increase will be awarded to such an individual.

General revenue funds will be provided by the state to cover 50% of this increase for employees whose salaries are paid from funds held in the state treasury, the remainder of the funding is being made up by the university.

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Salary Increase for Those Employed at least 8 months, but less than 12 months:

Employees who have worked for A&M-Commerce for at least 8 months, but less 12 months, will also be receiving a pro-rata salary increase for time served; although this increase was not mandated by the legislature nor funded by the state at this time, it was the desire of the administration at Texas A&M – Commerce to allow these employees to enjoy similar salary increases to those described above.

Employees who fall in this category will receive 2/3 of  the 4% or $1200.  

Caveat (Warning): It is important for these employees to be aware that the state has proposed contingency increases for subsequent fiscal years. If these mandated contingency increases go into effect, and more raises are mandated for FY 2002, then this group of employees will receive any mandated increases at that time, less the increase they have already received.  

Link to Contingency Salary Increase Information  (Must have Power Point to view this information)

Link to Contingency Salary Increase Information   (May View information on MS Word, instead of Power Point)

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Those employed less than 8 months:

Employees who have worked for Texas A&M - Commerce less than eight months will not be receiving a salary increase at this time.  However, contingency increases are being considered by the state for FY 2002 and 2003.  Should there be state funding available, this group of employees will receive a 4% increase in addition to a proposed 3% increase the following year.

Link to Contingency Salary Increase Information  (Must have Power point to view this information)

Link to Contingency Salary Increase Information   (May View information on MS Word, instead of Power Point)

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Staff Equity Adjustment: 

History:

Over the past several years an initiative began at Texas A&M-Commerce to study its current compensation plan and analyze the competitiveness of the pay ranges and   incumbent pay levels for non-faculty positions at the university.   In an attempt to be more competitive with today’s market and more in line with similar positions in like institutions our institution hired a consultant to help establish parameters of our goals, assist HR in obtaining the necessary information needed, and construct a new compensation plan.   Our consultant also utilized on-campus focus groups and one-on-one interviews with our university supervisors to identify inequities which existed in our current plan.  A great number of surveys and market data were also compiled to determine the average pay range for a given position.  It is important to note that this non-faculty study was based on the review of positions and not on individuals or the qualifications of the incumbents currently in these positions.  

Once external information was identified through surveys, each non-faculty position was assigned to a salary zone with the assistance of a university committee who assisted our consultant in placing positions in proper zones.   Zones and zone placement are determined by the duties and responsibilities of the position as presented in the approved job description on file in Human Resources.    Each zone takes into account the breadth, scope, responsibility, required skills and abilities, span of control, decision-making responsibilities, amount of experience, degrees and certifications required for the job, and level of supervision within the job as well as market analysis.   Once all non-faculty positions were placed in their proper zones and our new compensation plan was finalized and approved by our administration, Human Resources then went back and identified all individuals (incumbents, or if vacant, then budgeted positions) who were receiving less than the minimum for the pay zone which they were placed.   The credentials of the individual were not considered.  The longevity of the individual was not considered.   The goal of the salary equity adjustment was to bring all non-faculty employees to the minimum of their pay range of their appointed zones.  This would result in as much as a 15% adjustment in current salary for some employees.  

The goal of the salary equity adjustment initiative is equity and ensuring that employees are being paid at fair market rate.

Link to New Compensation Plan

Link to Notes from HR Director regarding new Compensation Plan  

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Longevity Increase:  

As of Sept. 1, 2001, Longevity pay has increased from $20 a month for every five years of service to $20 a month for every three years of service.    All employees who are eligible for longevity pay will be eligible for this increase.   

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Salary Increase Terminology for Faculty:  

Faculty Merit Increase:  Eligible faculty received a salary increase based on their annual performance evaluations.  A merit pool (approximately 4% of the budgeted faculty salaries) was established and allocations were made to each college.  Each college dean directed the distribution of merit based on faculty evaluations.

Faculty Equity Adjustments:  Faculty received salary adjustments per the Faculty Equity Study that compared salaries to the IQR Mean of all Texas Institutions and selected variables recommended by a faculty committee.  Variables included rank, years in rank  and performance evaluations during the past four years.  No adjustment was awarded if the faculty was evaluated at a level 4 during the previous four years or if evaluated with two or more 3's in the previous four years.  Only faculty with three or more years employment at A&M-Commerce were eligible.  The percent increases ranged from .08 to 15%.

Promotions in Rank:

• $500 per increase awarded to all Instructors promoted to Assistant Professor

• $850 per increase awarded to all Assistant Professors promoted to Associate Professor

• $1000 per increase awarded to all Associate Professors promoted to Professor.