The University Pay Practices allow for some discretion in the amount of increase for career advancement, career promotion, or career shift. The following are typical and appropriate considerations for departments and organizations in utilizing this discretion. Different factors may be weighted differently based upon the circumstances of individual salary decisions:

• Significance of the change in responsibilities of the position
• Individual position responsibilities in relation to the job classification
• Competency level of the individual in the new responsibilities
• Individual responsibilities in relation to the responsibilities of others in the same classification and budget unit
• Relationship of the individual salary to the relevant market range and median zone
• Individual salary compared to the external market data
• Individual’s unique competencies, knowledge, skills, and abilities
• Salaries of others in the same level within the budget unit in relation to the same market range and median zone
• Salaries of others in the same budget unit in different classifications and pay levels and their relationship to their different market ranges and median zones
• What salary increases are anticipated for others, either during the year or on July 1 or January 1 that would change any existing relationships; remember that increases to base salary on July 1 or January 1 focus on performance and market, while increases to base during the year through career advancement, promotion and career shift reflect changes in responsibilities and competencies.
• Past practice with similar adjustments during the year
• Funding: what is available currently and can it be sustained?
• Any additional guidelines provided by your college/organization leadership

Considerations for Career Advancement

• Change in scope and complexity of Key Areas of Responsibility (KAR's) and/or competencies
• Introduction of new KAR's from same or different classifications
• Competency level in performing new KAR's
• Classification and pay level of new KAR's and/or competencies
• What responsibilities have already been recognized in previous pay decisions?
• Any org level guidelines specific to career advancement

Considerations for Promotion/Career Shift

• Scope and complexity of new KAR's
• Competency level in performing new KAR's
• Difference in the market ranges and median zones for old and new classifications
• What responsibilities have already been recognized in previous pay decisions (if within same budget unit)
• Any org level guidelines specific to promotion