P&A and Civil Service staff have started receiving notices about their merit/market increases that start with the 7/14-7/27 pay period. These notices come from a NoReply email with the subject line “Important: Your pay has changed” and include a link to the Employee Pay Change dashboard, which will display your current and prior pay history. Your merit/market increase will start on the August 6 paycheck.
Bargaining unit increases have not been determined. Contract negotiations are still ongoing for AFSCME Clerical and Technical employees, since their contract expired on June 30, 2025. Once the increase amounts are approved and ratified by union membership, units will be informed about the timeline for implementation. Bargaining unit employees will be entitled to retro pay for the difference in pay rates dating back to the contract expiration date.
If you have any questions about your pay, please reach out to your collective bargaining agreement (if applicable), supervisor, manager, or local human resources staff. For general questions, contact OHR’s Contact Center at ohr@umn.edu.
Showing posts with label pay. Show all posts
Showing posts with label pay. Show all posts
Wednesday, July 23, 2025
Thursday, June 15, 2023
Update from Stacey
We are finalizing the details for the FY2024 salary and merit increases for P&A and Civil Service staff, pending final approval of the merit pool by the Board of Regents. The ASR Directors agreed that our priorities are to provide salary increases as close to the merit pool amount as we are able, help our staff making lower salaries that have been hardest hit by inflation, and to resolve salary equity issues of greatest concern.
In order to best reflect these priorities, staff making greater than $100,000/year will see slightly smaller increases. Staff making less than $60,000/year, and staff with a compa ratio under .76 after merit will receive an additional $500 added to their salary amounts. Staff who fall into both categories will receive $1,000 total added to their salary amounts.
The chart below provides the merit rates we have set by salary range and performance appraisal score.
Labor represented staff will receive increases based on their contract.
The overall merit pool is currently pending Board of Regents and Provost approval. A final vote is expected on June 26, 2023. Once the approval is finalized, staff will be sent personalized letters.
I want to thank you all for your hard work over the past year. The University is lucky to have you!
In order to best reflect these priorities, staff making greater than $100,000/year will see slightly smaller increases. Staff making less than $60,000/year, and staff with a compa ratio under .76 after merit will receive an additional $500 added to their salary amounts. Staff who fall into both categories will receive $1,000 total added to their salary amounts.
The chart below provides the merit rates we have set by salary range and performance appraisal score.
Labor represented staff will receive increases based on their contract.
The overall merit pool is currently pending Board of Regents and Provost approval. A final vote is expected on June 26, 2023. Once the approval is finalized, staff will be sent personalized letters.
I want to thank you all for your hard work over the past year. The University is lucky to have you!
Thursday, June 1, 2023
Update from Stacey
The national news has intersected with work more than normal in the last few weeks. First, we are anticipating the release of the Supreme Court decision regarding race-conscious admissions. The decision will likely land in the next couple of weeks, and could change whether we can be aware of race as part of holistic admissions review. If the decision is more far reaching, it could impact financial aid and diversity programs in higher education.
For now, a small group of University professionals, including myself and Nate Peterson, are holding preparatory meetings to discuss how the University will respond to potential scenarios. University Relations is preparing a communications plan, and high-level communications have started with a message to communications directors.
The second issue is the debt ceiling. The House has approved a deal, and the Senate is likely to approve, but in the event a deal is not reached by Monday, there may be impacts to financial aid as well as other areas of the University. Essentially, if the deal is not reached, the federal government will have to stop paying certain obligations until it’s resolved. That could mean we are unable to obtain the funds we can disburse to students until a deal is reached. Again, we are watching the news and preparing, so we’re as ready as possible.
On a more local level, we are working through how to implement the financial aid programs recently passed by the Minnesota state legislature, the North Star Promise Program and the American Indian Scholars Program. See more information in the OSF update below.
Zooming in even further, we are waiting for the official word on the University’s merit pool for ASR, which will be distributed in salary increases for eligible P&A and Civil Service staff. The Board of Regents will review a proposal for a 3.75% merit increase pool at its upcoming June 8-9 meeting, and then likely schedule a special meeting the following week to approve the proposal. We will get a message out to supervisors and then all staff about our overall plan and principles for allocating this money.
For now, a small group of University professionals, including myself and Nate Peterson, are holding preparatory meetings to discuss how the University will respond to potential scenarios. University Relations is preparing a communications plan, and high-level communications have started with a message to communications directors.
The second issue is the debt ceiling. The House has approved a deal, and the Senate is likely to approve, but in the event a deal is not reached by Monday, there may be impacts to financial aid as well as other areas of the University. Essentially, if the deal is not reached, the federal government will have to stop paying certain obligations until it’s resolved. That could mean we are unable to obtain the funds we can disburse to students until a deal is reached. Again, we are watching the news and preparing, so we’re as ready as possible.
On a more local level, we are working through how to implement the financial aid programs recently passed by the Minnesota state legislature, the North Star Promise Program and the American Indian Scholars Program. See more information in the OSF update below.
Zooming in even further, we are waiting for the official word on the University’s merit pool for ASR, which will be distributed in salary increases for eligible P&A and Civil Service staff. The Board of Regents will review a proposal for a 3.75% merit increase pool at its upcoming June 8-9 meeting, and then likely schedule a special meeting the following week to approve the proposal. We will get a message out to supervisors and then all staff about our overall plan and principles for allocating this money.
Juneteenth pay clarification
As with other observed holidays (Memorial Day, July 4th, Labor Day, etc.), the majority of employees will not be expected to work on Juneteenth, Monday, June 19, which is now a paid holiday. Those who are scheduled to work will receive holiday pay in accordance with University policies, Civil Service rules, and collective bargaining agreements.
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