Email approval at the time of offer via ihr-compensation@illinois.edu

Lateral transfer hire within classification is at employee’s current rate. Rate changes only per the collective bargaining agreement.

Per annual budget guidelines or collective bargaining agreement

• Do not submit in JDX except Instructor or Lecturer.

IHR and VCFA approval

• Minimum 4% and typically no more than 15% (Preference is to stay at or under 10%.)
• If there is justification for >15%, it is broken up into two increments at least four months apart.

IHR approval

• Minimum 4%, up to max of 10%
• Must be at least the minimum of salary range for the promotional classification
• Increases >10% require additional IHR Compensation approval
• If there is justification for an increase >15%, it is broken up into two increments at least four months apart.
• Negotiated classifications subject to parameters of collective bargaining agreement.

Postdoctoral Research Associates approved via JDX (this includes increases due to prevailing wage determinations)

All other faculty approved via email with Vice Provost for Academic Affairs

• Do not submit in JDX

IHR Compensation (AP and CS) and VCFA (AP) approval

• Usually based on equity or expansion of duties
• Increase amount is typically no more than 15% (Preference is to stay at or under 10%.)
• If there is justification for >15%, it is broken up into two increments at least four months apart.
• For open range civil service end of probation increases, see job aid.
• Visiting AP increases only as provided in the collective bargaining agreement.

Approved via email with Vice Provost for Academic Affairs

• Do not submit via JDX

IHR Compensation (AP and CS) and VCFA (AP) approval

• Employee must have received either a written offer or, for a position within UIUC, be a finalist who has received a verbal offer
• Current employing unit may offer less than or equal to but not exceed the offer
• Consideration is given to avoid creating internal equity concerns
• If offer is from outside local area, cost-of-living difference should be factored in.
• Position should be similar and have a comparable level of scope and responsibility, and the offer is limited to only a pay increase
• If a Retention/Counteroffer requires a change to a higher-level title, a Staff Appointment Change is required but may be submitted subsequent to the approved salary offer, with no additional compensation required for the appointment change

• See Provost Comm 3
• Higher level duties or unanticipated on-going project or coverage of substantial staff shortage
• Up to 10% of employee’s base
• No IHR approval or JDX workflow required
• Provost or Chancellor only if serving as second level

Higher level duties or unanticipated on-going project or coverage of substantial staff shortage

• Up to 10% of employee’s base
  • No IHR approval or JDX workflow required
  • Provost or Chancellor only if serving as second level
  • If base salary < $55k, can be up to 15% of base
• If proposed rate >10% of base salary, JDX Off-Cycle Pay Request workflow required
• Initial appointment up to 12 months. If duties will continue beyond 12 months, review to determine if duties and base salary should be adjusted
• Reappointment/extension beyond 12 months, JDX Off-Cycle Pay Request workflow required

• Best practice for open range, non-exempt staff when assigned additional duties is to compensate via overtime.
• If an increment is pursued, requires timesheet reporting of time worked to provide overtime payment on increment in addition to primary job.
• Otherwise mirrors process for open range, exempt staff.

• Advance IHR approval required for initial appointment and any extension / reappointment. IHR LER communicates with the employee’s union to negotiate the parameters of any additional pay.

• See Provost Comm 3 and Recruitment & Hiring Guidelines

• Up to 15% of employee’s base
  • Second level approval required; may require Provost or Chancellor approval; may require prior Board of Trustees approval
  • No IHR approval or JDX workflow required
• May stay in place until permanent position filled
• If proposed rate >15% of base salary, JDX Off-Cycle Pay Request workflow required

• Best practice for open range, non-exempt staff when assigned additional duties is to compensate via overtime.
• Unlikely to be appropriate for non-exempt staff; consult with IHR first.

• Defined project/additional course load
• Requested via Service In Excess Form in Adobe Sign
• Request and approval should occur prior to service performed
• Approval from hiring unit and college (second level) and home unit and college (second level), if different

• Defined project
• Requested via Service In Excess Form in Adobe Sign
• Request and approval should occur prior to service performed
• Approval from hiring unit and college (second level) and home unit and college (second level), if different

• All non-exempt lump sums require IHR approval
• Approved time record attached to HRFE transaction
• Otherwise mirrors process for open range, exempt staff

• Guidelines based on overtime exempt or non-exempt status of the employee (see at left)
• Rate linked to employee’s negotiated rate if the work is within the employee’s classification