Counter Offer

Counter offers may be used to retain individuals in their current positions. Counter offers may be made in regard to a competing job offer within the University or from another employer. The amount of the counter offer must always be consistent with individual’s level of responsibility and performance. Counter offers to retain individual employees do not justify salary adjustments for other similar employees.

Internal Counter Offer Below or Within Median Zone of Current Position

  1. Hiring department determines salary offer based upon practices outlined under Salary Upon a Competitive Hire of an Internal Candidate.
  2. Hiring department makes a salary offer not to exceed the median zone.
  3. Employee's current department has the flexibility to make a counter offer up to the hiring department's salary offer, with prior approval at the org level.
  4. Neither the employee's current department nor the hiring department can offer more than the hiring department's original salary offer. (no bidding wars)
  5. Employee determines if they want to accept the hiring department's offer or accept the counter offer to remain in current position and department.

Internal Counter Offer Above the Median Zone of the Current Position

  1. Hiring department determines salary offer based on practices outlined under Salary Upon a Competitive Hire of an Internal Candidate.
  2. Employee's current department has the flexibility to make a counter offer up to the hiring department's salary offer, with prior approval by University Human Resources.
  3. Neither the employee's current department nor the hiring department can offer more than the hiring department's original salary offer. (no bidding wars).
  4. Employee determines if they want to accept the hiring department's offer or accept the counter offer to remain in current position and department.

External Counter Offers

  1. Current department is provided a signed offer letter or e-mail from an authorized representative of the competing external employer.
  2. Employee’s current organization and department determine if a counter offer will be made. Counter offer amounts may be made up to the maximum of the median zone with org approval; any counter offer above the median zone must be approved by University Human Resources.  No counter offer may exceed the amount of the external offer.
  3. The department can negotiate with the individual, offering up to amount approved by the org/University Human Resources.
  4. Employee determines if they want to accept external offer or internal counter offer.
  5. If external offer changes, the same process for approval of the salary rate (described above) will still apply.

Effective date is the day the staff member would have started in their new position.