The Board of Trustees approved a salary increment budget of 3.5%, of which includes a tiered allocation for a general increment (as outlined in the chart below) and up to 0.5% for an increment based on merit for all continuing, non-bargaining unit* employees. The tiered general increment is slightly higher for our employees compensated at the lower end of our pay scales to recognize the impact our current inflationary environment has on these employees as well as addressing compression due to the upcoming increase to the New York State minimum wage at the end of 2023.
|
Annual/Period Salary |
General Increment |
Merit Increment |
|
up to $60,999 |
4% |
0.5% |
|
$61,000-199,999 |
3% |
0.5% |
|
$200,000+ |
2% |
0.5% |
*Compensation for employees in SEIU and UGSOA is determined in accordance with the applicable collective bargaining agreement
Staff Salary Administration Guidelines
The general increment will be distributed to all continuing staff as referenced in the chart above. The merit increment has been established to allow supervisors the opportunity to recognize and reward those employees whose performance consistently meets and/or exceeds expectations and who demonstrate the appropriate knowledge, skills, and abilities in meeting their job requirements. The merit increment is not available to employees who began working at Ithaca College on or after January 1, 2023. General and merit increments for staff will be effective July 1, 2023.
Staff can find our 2023-2024 Pay Band Structure here. Staff who exceed the top of the pay band designated for their position as a result of the annual increment process will receive the increment amount up to the top of the new pay band and a lump sum payment for any additional amount exceeding the top of the new pay band. Staff who exceed the top of the pay band designated for their position prior to the annual increment process will receive a lump sum payment for any amount exceeding the top of the new pay band. Lump sum payments will be paid out following the first pay period that encompasses July 1, 2023. Staff who fall below the bottom of the pay band designated for their position will be automatically brought to the bottom of the new pay band as a result of the annual increment process.
Faculty Salary Administration Guidelines
The general increment will be distributed to faculty as referenced in the chart above. The merit increment has been established to allow deans and department chairs to recognize and reward those faculty who go above and beyond. Bargaining unit faculty are not eligible for the merit increment. The merit increment is not available to employees who began working at Ithaca College on or after January 1, 2023. General and merit increments for faculty will be effective August 16, 2023.
Supervisors who report directly to a Vice President will have the responsibility for communicating with their departmental leaders, obtaining merit recommendations, and entering these recommendations directly into IC HR Cloud. Detailed instructions on how to enter merit increment recommendations will be provided directly to those with the responsibility for entering this data and they should work with their HR Business Partner if they have any questions.