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Salary Change Process Steps

Promotion 

Movement to a higher level wage grade band due to job evaluation, career ladder, or job posting. 

No change in PC number: Staff - Promotion/Other Change Employee Action Form

Changes in PC number must follow the “faculty and staff hire” processes shown above.

1.      Hiring Manager reviews potential promotion with HRSM to ensure equity and consistency of process.

2.      Hiring manager completes employee action form (EAF) after discussion/review with HRSM.  The effective date of the pay change cannot be retroactive. 

HRSM confirms that any pay change is in line with RIT Guidelines and employee’s qualifications

Demotion

  • Voluntary move to lower wage band
  • Involuntary move to lower wage grade band due to Restructuring or Job Evaluation
  • Wage Grade Demotion for Performance

NO change in PC number:  Staff - Promotion/Other Change Employee Action Form

Changes in PC number must follow the “faculty and staff hire” processes shown above.

Manager reviews process and documentation with HRSM to ensure consistency of RIT policy/practices.  After appropriate process and documentation is complete, manager creates employee action form (EAF) to move employee to correct wage grade/position. The effective date cannot be retroactive.

HRSM confirms that any pay change is in line with RIT Guidelines and employee’s qualifications and that appropriate processes have been followed.

Special Assignment or Add Pay

One time payments over $1,000 or payments that exceed $1,000 in a fiscal year (see supplemental pay guidelines)

Hiring Manager reviews rationale for payment with HRSM, then completes employee action form (EAF) for approval. 

HRSM reviews form to ensure that payment is in line with RIT Guidelines

 Exceptions:

The following wage/salary changes will not require prior approval by your HRSM:

  • Adjunct and Temporary Hires
  • Summer Faculty Salary
  • Faculty Overload Payments
  • Revenue sharing payments that are based on documented plans/agreements
  • Royalty payments that are based on documented plans/agreements
  • Business reimbursements/allowances
  • Institute Award Programs
  • Faculty promotions in rank that follow the Provost’s Office guidelines
  • Movement to retirement transition
  • Movement to a leave of absence
  • Special Assignment Pay and Add Pay that is less than $1000.00 (one time request) or less than a cumulative total of $1,000 within a fiscal year