University of Vermont

Human Resource Services and Operations


Compensation Policy/Practices

UVM's generous and comprehensive benefits package substantially enhances employees' total compensation.


The University of Vermont annually reviews its pay bands along with individual staff wages and salaries, and develops staff wage and salary guidelines. These guidelines set parameters for pay band adjustments and individual fiscal year wage and salary adjustments based on merit. For general information, review UVM's fiscal year Staff Wage and Salary Guidelines and Philosophy of Compensation. Specific questions about pay levels and annual increases may be addressed to:

Compensation Policies

Human Resource Services monitors UVM's adherence to current wage and salary policies for classified staff, including:

1. Hiring rates for internal or external candidates and returning employees

To offer a staff position with a salary anywhere within the payband, contact your supervisor or your departmental Human Resource representative for budgetary approval. In addition, a salary justification  and approval from Human Resource Services' staff is required for all staff hiring salaries. To obtain approval, complete the Staff Proposed Salary tab in your posting requisition on UVM's electronic recruitment system. See examples of hiring salary justifications. e-Mail  for information about external market conditions and/or internal equity. 

2. Annual fiscal year salary increases

Salary increases for classified staff are granted at the beginning of each staff member's work year. For employees who work the full calendar year, annual increases take effect July 1. For employees who work a 9-month, 10-month, or 11-month academic year, annual increases take effect at the beginning of that employee's work year. Fiscal year increases include an across-the-board increase if performance has been satisfactory, and also address market, equity, and extraordinary merit. Employees may appeal their fiscal year salary increase.

3. Off-cycle salary increases for non-represented staff

An Off-Cycle Salary Increase may be appropriate when: 1) there is a substantial change of duties within an employee's current title, or 2) recruitment, retention or organizational change causes market and/or equity issues for employees in the same title and department.

A request for an Off-Cycle Increase for an employee must be submitted through the UVM PeopleAdmin system. Contact HRS or your Dean's Office, or consult the Staff Actions in PeopleAdmin decision tree to proceed.

4. Reclassification increases

When positions change from one job standard/title to another, an analyst reviews the incumbent's salary in collaboration with the Human Resources representative, taking market data and internal equity into account. Normally, upon movement of a position to a job standard/title with a higher pay band, an employee will receive a salary increase of no less than 5%. Movement to a job standard/title with the same or lower pay band may result in a change in salary, although any increase will not be subject to the 5% minimum. In any case, the new salary cannot be below the minimum of the new pay band. Any salary adjustment will be retroactive to the date that the Position Description was received by HRS after dean/director approval via PeopleAdmin.

5. Bonus payments for non-represented staff

UVM’s bonus program allows non-represented staff to be recognized for exemplary work-related achievements that exceed standard job requirements and that significantly contribute to the advancement of the University mission.

Please refer to the Reward System Framework for information about why UVM established a bonus program, the Program Background for the history of how UVM's bonus program evolved, and to Payment Examples to see examples that illustrate the difference among bonus, off-cycle, and additional payments.

Bonuses Associated with this Program:

  • Are granted at the sole discretion of the supervisory/management team
  • Are not intended to compensate FLSA-exempt employees for extra hours
  • Are not intended to reward employees for merit

Bonus Payments:

  • Will be approved on a case-by-case basis by Human Resource Services
  • Will be funded from the target budget and charged full fringe

Bonus Payment Request:

To request Bonus Payment for an employee, download the Bonus Form, complete it electronically, print it, obtain required signatures, and submit the completed form to Human Resource Services, 228 Waterman Building.

Incentive Compensation

Section 487(a)(20) of the Higher Education Act (HEA) prohibits the University from providing incentive compensation to employees or third party entities for their success in securing student enrollments or the awarding of Title IV HEA program funds. For more information refer to the Incentive Compensation guidelines.

More Compensation Information

Refer to the Compensation section of the Staff Handbook for information about overtime, shift premium, on-call assignment, call-back and supplemental compensation.

Last modified October 20 2015 04:28 PM