Salary Increase Program FAQ

The salary increase pool is approved each year by the Board of Trustees and is determined taking into account:

• Available funding, which is influenced by factors such as enrollment results, the tuition discount rate required to secure students, and the need to remain competitive with other universities.
• Market data – what surveys tell us our benchmark schools and other organizations are budgeting for salary increases.
• RIT’s collective wage and salary levels compared to market (average).

To keep within the parameters of an overall budgeted increase pool, managers determine which employees receive the pool amount, receive less, or receive more.

Performance is the primary consideration when awarding merit dollars. By differentiating merit increases based on individual performance, the highest performers can be appropriately recognized for their outstanding achievements. Other considerations when distributing merit dollars may include:

• The consistency of the individual’s performance over the past three years.
• An individual’s pay position relative to the market benchmark.
• Time in rank/grade. (In general, base salaries for individuals who are new in their rank/grade may be lower than those who have been in their rank/grade for a longer period of time.)
• Available budget dollars.
• Date of hire within the last year.

Yes, staff members who are currently paid above the maximum of the wage grade range are eligible for merit dollars based on their performance. As was the case last year, due to an assessment of our staff salary structure as part of the Staff Career Architecture, increases for eligible staff whose current pay is at or above the maximum of their assigned wage band will be incorporated into their base salary, rather than paid as a lump sum (which is the standard practice).

There are several circumstances in which a salary increase may not be awarded, for example:

• Faculty and staff hired on or after June 1, 2025, will first be eligible for salary increase consideration in 2026.
• Employees who are leaving RIT prior to September 1 are not eligible for an increase.
• Employees with performance ratings of Does Not Meet Expectations or Unsatisfactory are not eligible for an increase.
• Faculty or staff members may have received a salary increase as a result of a recent job change that was inclusive of merit.

Salary increases relate to performance. We recommend scheduling time with your supervisor to discuss your goals and performance expectations. It’s a good idea to also schedule periodic meetings throughout the year to gather feedback on your progress.

The most common reason an individual may be paid below the market benchmark is that they are relatively new to the rank or wage grade. The market benchmark is generally the target rate for individuals who are fully proficient in all responsibilities of a position. Someone new to a role is likely learning how to fulfill all of the job requirements, it is therefore reasonable that the individual would be paid under the market benchmark.

Another reason someone may not be paid at the market benchmark may be related to their sustained level of performance. If an individual has had less than satisfactory performance, it would indicate that they are not fully performing all of the responsibilities of their position and therefore they may not be paid at the market benchmark. Note the calculation of market benchmarks is not a precise science. Pay that is within 5 -10% of the market benchmark is generally considered to be at market.

On an individual level, faculty and staff members may be paid at, above, or below the market. The position of an individual’s pay is based on a number of factors including performance, time in grade/rank, and experience at the time of hire. Our goal is to move pay, on average, toward the market over time, utilizing the merit increase program.

Please contact your Human Resources Business Partner (HRBP) if you have additional questions.