To advance our “How AU Works” strategic priority, AU’s FY23-24 budget makes extensive investments in our people, including the largest employee salary increase pool since 2005. President Burwell recently addressed several key investments that will be made in FY22-23 that will support our workforce. These investments include:
- An External Conditions Adjustment: Effective July 1, 2022, eligible employees will receive a 2 percent increase in annualized base salary.
- Performance-based Compensation Increases: Following the performance management process (PMP) this summer, eligible full-time staff and faculty may receive annual compensation increases. Departments and units will be allocated a 2 percent performance compensation pool to distribute to reward strong performance.
- Minimum Wage Increases: Effective July 1, 2022, the pay rates of eligible part-time staff will increase to reflect the DC minimum wage increase to $16.10 per hour. Eligible full-time staff will receive an increase to reflect increases in the pay band minimums if their pay falls below the new pay band zone one minimums.
What is an Economic Conditions Adjustment?
The economic conditions adjustment is a 2 percent across-the-board increase that is intended to support our workforce during unique economic times. In the past, the university has not provided across-the-board increases. The economic conditions adjustment will be provided to eligible full-time and part-time employees and is separate from a performance-based increase pool that will be implemented in September to eligible faculty and staff based on their performance. The economic conditions adjustment will be applied to wages after increases to either the new DC minimum wage or the new pay band minimums.
Who is Eligible for the Economic Condition Adjustment?
This compensation measure is available to:
- Full- and non-temporary part-time employees who are not in a collective bargaining unit. The amount and timing of compensation for employees in the four bargaining units – academic affairs staff, adjunct faculty, graduate student employees, and WAMU content staff – will be determined through the ongoing collective bargaining process. Under federal law, terms and conditions of employment (including compensation) for unionized employees cannot be changed outside of the bargaining process.
- To be eligible, an employee has to have been hired, promoted, or received a pay increase prior to May 1, 2022. Faculty and staff whose positions are funded through external sources may receive the increase to the extent permissible under the funding source.
- Faculty who hold 9 month term appointments and have been reappointed for Fall 2022 will receive the economic condition adjustment effective September 1, 2022.
How do I know if I get a pay band increase?
AU’s staff compensation structure is designed to ensure similar compensation for similar positions across the university. Each full-time position is assigned to one of the pay band levels based on several factors, including the benchmarked market rate for the role, if available, or the relative value of the position to other similar jobs at the university. Staff whose annualized pay falls below the new band minimum for their position’s assigned band will receive an adjustment to the new band minimum. View a copy of the pay band structure that becomes effective July 1, 2022.
Please contact your unit-level HR representative or firstname.lastname@example.org if you have questions about your current pay band.
When will employees see the Economic Conditions and minimum wage increases in their paychecks?
Eligible bi-weekly paid staff will see these increases in their July 22, 2022 paycheck. Eligible monthly-paid staff will see these increases in their July 29, 2022 paycheck.
Employees will receive a new wage statement for each adjustment they receive and will be asked to confirm each statement per DC Wage Theft Prevention Regulations.
How will the performance-based salary increase work?
In September, eligible full-time faculty and staff may receive an increase based on their performance during the last academic year’s performance cycle. The Performance-Based Increase pool approved by the Board of Trustees is separate from the economic condition adjustments described above. By creating separate pools, units are able to focus the performance-based pool on its intended purpose to better reward strong performance this past year and incentivize ongoing strong performance.
Departments and units will be allocated a 2 percent performance compensation pool to distribute based upon the results of faculty reviews and the PMP. This is not a 2 percent across the board increase; rather, supervisors will allocate compensation increases based on individual performance and progress towards goals. Performance-based increases will appear in the September 16 bi-weekly paycheck or the September 30 monthly paycheck.
To be eligible, full-time staff have to have been hired, promoted, or received a pay increase prior to May 1, 2022, excluding the economic conditions adjustment, and have completed their performance evaluation process by the deadline. Faculty and staff whose positions are funded through external sources may receive the increase to the extent permissible under the funding source.
Like other increases, compensation for employees in the four collective bargaining units (academic affairs staff, adjunct faculty, graduate student employees, and WAMU content staff) will be determined through the ongoing collective bargaining process. By law, compensation for unionized employees cannot be changed outside of the bargaining process.
What is the Market, Equity, and Retention (MER) pool that was mentioned in communications about budgeted salary increases?
During the fall semester, Human Resources will work with department heads to allocate a market, equity, and retention pool to help address specific compensation matters, including aligning select salaries with competitive market levels, addressing internal salary inequities, and retaining key performers. This is a limited pool of resources intended to address compensation circumstances for full-time staff and separate from resources set aside for faculty pay. Due to the size of the pool, it is expected that MER allocation increases will be provided to a limited number of positions and are anticipated to go into effect in January 2023.