An Acting Appointment occurs when a qualified employee is temporarily appointed to a higher level position for more than a 30-day period and for a predetermined period of time. 

Employee No Longer Performing Current Duties

• Employee is no longer performing present job duties when in an Acting Appointment
• If only additional responsibilities from the higher level position are being assigned, the Out-of-Class Pay process is more appropriate

10% (10-steps) Increase

• Employee advances to  minimum step of the Acting Appointment's grade or to the closest step within the grade that provides a 10% increase
• Increase cannot exceed 10%
• The pay increase will remain in effect until the end of the Acting Appointment

Position Description (PD) for Acting Appointment

• The PD for the Acting Appointment position must be updated and accurate
• Employee in Acting Appointment must be moved from their current PD to the new PD - similar to a new hire process
• A supporting memo must be provided when generating the Offer Card in PageUp.

Not Longer than One Year

• Acting Appointments should not exceed 1-year
• Extensions must be approved by UA Compensation
• After the Acting Appointment ends, the employee will return to their former position with their former salary

An Exceptional Placement occurs when a newly hired staff member is hired into their position above step one (1) in their grade. 

Hiring Criteria to Consider

• Exceptional qualifications of the selected candidate,
• Lack of other qualified candidates
• Equity and alignment with placements of similar staff within the unit

Requesting Exception Placements

• Can be requested for all steps in grades 71-79 and through step 28 in grades 80-84
• Requests above step 28 in grades 80-84 requires approval of the President
• Provide the request and backup documentation when generating the Offer Card in myUA. 

All information on Direct Appointments can be found on Talent Acquisition's website.

Out-of-Class Pay is used to temporarily compensate an employee with officially assigned non-academic duties who will be maintaining those additional duties for at least 30 days. 

Advanced Duties Outside Scope of Current Position

• Technically advanced
• Require substantially more discretion, authority or accountability
• Require the employee to utilize clearly higher level skills and abilities not required within the scope of their current position description

Applicable Increases

• Range from a 3% (3-step) to a 10% (10-step) increase in the employees base pay

90-day Review and Extensions

• All Out-of-Class payments must be reviewed and re-approved every 90 calendar days
• If an extension beyond the initial 90-days is needed, an additional written plan must be submitted from the department that outlines the timeline for when the officially assigned duties will be completed (either through recruitment, reorganization of the department, or completion of the assigned duties).

Requesting Out-of-Class Pay

• To request Out-of-Class Pay, submit a supporting memo to ua-compensation@alaska.edu

A Retention Offer may be an appropriate change in compensation when an employee has received a known offer of employment from a competitor.

Non-Represented Employees

• Retention offers for non-represented employees that are not addressed in Regents' Policy & University Regulation (04.05 - Salary Administration) require approval from UA Compensation and are subject to any other approvals as per local campus procedures.  

Represented Employees

• Retention offers for represented employees that are not addressed in the current Collective Bargaining Agreement (CBA) require approval from Labor and Employee Relations in conjunction with UA Compensation and are subject to any other approvals as per local campus procedures. 

Executive Employees

• For executive employees, salary increases and bonuses can be used for promotion, equity, market adjustments, extraordinary performance, or retention offers.
• All salary increases and bonuses require the approval of the President.

Requesting a Retention Offer

• To request a retention offer, submit a supporting memo to ua-compensation@alaska.edu.

Supplemental Pay is compensation provided to an employee in addition to their base job earnings. 

Awards
Awards can be distributed to employees for employee appreciation.

Performance Bonus
A bonus can be distributed to a meritorious employee in extraordinary circumstances. This is a one time payment provided to an employee for exceptional work. 

Flat Fee
A flat fee may be used when payment to an employee does not meet the criteria for either a bonus or honorarium. An example would include a nominal fee for non-recurring volunteer work unrelated to an employee's regular job duties.

Honorarium
An honorarium is a gift provided to an individual or organization as a display of gratitude where no fee was established or agreed upon and there is no legal obligation or entitlement to such payment.

Recognition Leave
The University of Alaska Fairbanks has a recognition leave policy. Please review the information on UAF's employee recognition webpage.

Salary adjustments for faculty are outlined in Article 15 of the Collective Bargaining Agreement (CBA).

Review the memo from the Director of Benefits and Compensation that outlines the process improvement projects in Compensation, starting with the Non-Represented Staff Salary Increase Request NextGen form.

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An In-Grade Salary Adjustment allows supervisors to request a 5% (5-step) increase for an employee due to outstanding performance and growth in the position.  Please review Board of Regents Policy & Regulation 04.05.043.B.1 Regular Exempt and Non-exempt Staff for details on an In-Grade Salary Adjustment.

In-Grade Criteria to Consider

• Compensate an employee for sustained outstanding performance
• Supporting an employee through professional career growth
• Retention purposes

Requesting an In-Grade

• Complete and submit the Non-Represented Staff In-Grade Step Increase Form

Step Zero Increase Process

• Applies to employees at the final step in their grade
• In-grades will be paid out in a lump sum

Officers and Senior Administrators

• Increase or bonus can be used for promotion, retention, equity, and market adjustments
• Must be approved by the president

Review the FLSA training and the UA FLSA webpage for more information.