Salary Adjustment Request

Adjustments are subject to minimum and maximum of applicable pay range. Compensation requests through this process do not apply to LTE Employees, Student Hourlies, Interns, Graduate Assistants, and employees on an approved Leave of Absence. Employees must be up to date on their most recent performance evaluation and must be meeting performance expectations.

1. Current Position Description
2. Organizational Chart
3. Appropriate justification using the Standard Justification Language outlined by OHR: Salary Adjustment - Justifications

Parity: Adjustment used for significant pay compression or to provide equal pay for equal duties when employee's salary has been determined to be lower than other employees performing similar duties at the same level of proficiency with comparable years of experience and education.

Additional Documents for Parity:
- A parity report comparing similarly situated employees in the same or similar titles within the School and/or University

Market Adjustments
Retention: This may be used when a salary increase is necessary to retain an employee who may have received an employment offer outside of the University of Wisconsin-Madison or there is significant evidence of a serious retention concern, such as the department being aware the employee is actively seeking employment elsewhere.

Additional Documents for Retention:
- A document outlining the evidence of a retention problem or an outside offer

Competitive: Adjustments may be made in response to competitive market factors or compensation study data in a comparable role.

Additional Documents for Competitive Factors:
- Market data showing current salary is below market
- Calculations of past PIR and Compa-Ratio and calculations of proposed salary PIR and Compa-Ratio

Performance Adjustments : A salary increase due to notable and sustained performance that meets or exceeds job standards. Performance adjustment requests should be aligned with the Salary Administration Guidelines on Performance Adjustments.

Change in Duties
- Permanent Change in Responsibilities : If there is a substantive change in duties, including additional responsibilities that are different from existing responsibilities and require considerable training/study to learn, or the level accountability has changed significantly.
- Temporary Change in Responsibilities: A substantive change in duties that will be for a temporary period of time, typically more than 90 but no more than 180 calendar days. Requests for a Temporary Base Adjustment should be in compliance with the School of Education's Additional Compensation Job Aid. A Temporary Base Adjustment may also be appropriate for acting, interim, or chairship appointments. Please reach out to the Divisional HR Team with questions regarding Temporary Base Adjustments.

Additional Documents for Change in Responsibilities:
- A document outlining:
1. A breakdown of the duties assigned to the employee and how it fits into their job title.
2. A description of how the position has evolved to meet the new SJD job responsibilities
3. Explanation of how skills and abilities needed to perform the work are very similar
4. (If applicable) Identification of other similarly situated employees, and statement/justification why the responsibilities are being assigned to this employee and not other similarly situated employees.

Adjustments are subject to minimum and maximum of applicable pay range. Compensation requests through this process do not apply to LTE Employees, Interns, Graduate Assistants, Student Employees, or employees on an approved Leave of Absence. Employees must be up to date on their most recent performance evaluation and must be meeting performance expectations.

1. Current Position Description
2. Organizational Chart
3. Appropriate justification using the Standard Justification Language outlined by OHR: Salary Adjustment - Justifications

Please review first page of this form and applicable policies under "Acceptable Reasons for Request" for additional required documents based on your reason chosen.