Pay Changes and Promotions


Staff Compensation Plan Section 6.H


Market Adjustments

From time to time a job may be assigned additional duties that do not materially change the job and, therefore, do not result in a pay band change. When this occurs, a market adjustment for the individual within the existing pay band may be appropriate based on the staff member’s skills, knowledge, experience, and performance. When determining an appropriate increase, HR and supervisors will collaborate to determine the appropriate increase, with the approval of the divisional Vice President.

Lateral Transfers

A staff member can advance by taking a new job in the same pay band. This enables an individual to become more versatile and more broadly skilled, contributes to his/her value to the University, and may eventually lead to promotion to a job in a higher job pay band. While this type of transfer may or may not involve assuming greater responsibilities, Baylor wants to reward such diversification whenever appropriate.

HR and supervisors will collaborate to recommend a staff member’s pay within the pay band, based on the staff member’s skill, knowledge, experience, and performance. Since circumstances vary and each staff member has a different pay history, it is important to consider multiple factors when making pay decisions relating to pay adjustments. These factors include:

  • Degree of increase in responsibilities

  • Current level of performance compared to expectations

  • Current pay level relative to the pay band Pay compared to peers within the pay band with similar skills, knowledge and competencies

  • Importance (and possible scarcity) of the role and the staff member’s skills to the University
  • Depth and breadth of the staff member’s skills

Downgrade and Demotions

It may at times be necessary to transfer a staff member to a position in a lower pay band. This most likely will occur as a result of a more appropriate fit between the person’s skills and the skills and competencies of a different job. The incumbent’s pay will remain the same for University actions (not related to performance), and reduced for voluntary transfers and demotions. The incumbent’s pay will be managed within the new pay band’s pay range.

Upgrades and Promotions 

Advancing to a job in a higher pay band involves taking on significantly greater responsibilities. It may warrant an increase to recognize these additional responsibilities and to ensure that the staff member’s pay is consistent with the market value for the new job. (An exception would be if the staff member’s current pay is very high in the band for his/her current band.) HR and supervisors will collaborate to recommend a staff member’s pay within the new pay band, based on the staff member’s skill, knowledge, experience, and performance. Since circumstances vary and each staff member has a different pay history, it is important to consider multiple factors when making pay decisions relating to promotions. These factors include:

  • Degree of increase in responsibilities

  • Current level of performance compared to expectations

  • Current pay level relative to the new pay band

  • Pay compared to peers within the new pay band with similar skills, knowledge and competencies

  •  Importance (and possible scarcity) of the role and the staff member’s skills to the University

  • Depth and breadth of the staff member’s skills