Staff Compensation

The University is committed to paying for performance, and our compensation and performance management programs have been designed in support of this principle. The annual performance appraisal process is integrated with the compensation program to provide performance-based merit increases.

Pay Changes and Promotions

Discretionary increases in base pay are performance-based increases that occur at any time during the year, other than the normal merit cycle. There may be other times, however, when a pay increase may be appropriate.

Degrees and Certifications

The department head, in consultation with Human Resources, will determine the applicability of education or certification that is in addition to the minimum qualifications of the position. No adjustment will be made if the education or certification is deemed inapplicable. A staff member may receive only one increase for a degree per position. The increase is contingent upon the availability of budgeted University funds. If University funds are not available, departmental funds may be used.

A professional certification that allows an increase of responsibility or authority brings added value to the position and that is obtained after prolonged study. A certification that simply recognizes the completion of a program (i.e., during a three day workshop) or certifies a level of job knowledge does not qualify for an adjustment.

Supplemental and Interim Pay

The University provides extra compensation to staff members when it is in the University's interest to utilize the services of staff members for extra and non-continuous assignments that meets one of the guidelines for supplemental pay. An Interim Assignment in which an individual is assigned to a different position on a temporary basis where there is a vacancy.

Overtime Pay

Federal and state laws require that staff in non-exempt jobs must be paid for all the time they work. Time worked in excess of 40 hours per week will be paid at an overtime rate. Staff members who come to work early and begin working must record this time on the timesheet, and will be paid. In order to adhere to the budget, supervisors must inform staff in advance of restrictions in the number of overtime hours worked. Please see BU-PP policies for additional information: Work Hours / Schedules (BU-PP 802) and Overtime Pay (BU-PP 305). For federal law information please see the U.S. Department of Labor’s Website.

Merit Increase Process

Baylor University intends to reward staff for their contributions to the University. The most common reward approach is through performance-based merit increases. Each year the University will analyze financial data, as well as external indicators relative to pay increases, and if appropriate, approve a merit increase budget. While the amount is generally expressed as a percentage of payroll, this amount is not necessarily what each individual staff member will receive. A careful and thorough assessment of each staff member’s performance through the performance appraisal process should be conducted before an increase recommendation is developed. HR will provide annual merit increase information to assist supervisors, as well as performance management tools and processes.