Salary Changes

As an ever-evolving campus, change is a common factor amongst staff and faculty who are continuously affecting FGCU. Salary changes are awarded by approval of the Board of Trustees, when additional duties are assigned, and to adjust market pay equity.  

University-Wide Increases

University-wide increases are approved by the Board of Trustees. The amount of the increase and effective date will vary. 

To be eligible for the increase, the employee must:

  1. Have an original start date at least three months prior to the effective date of the increase
  2. Have received a performance evaluation rating of “Meets Expectations” or above on the most recent review cycle

The following are ineligible for university-wide increases:

  1. Employees classified as Other Personal Services (OPS)
  2. Employees who have received a notice of separation, or given a termination notice, or with a Last Work Date prior to the effective date of the increase
  3. Coaches on a contract with raises addressed in their contract
  4. Employees on Probation due to new hire or new position (SP employees only, reclassification/transfer/promotion);
  5. Employees on leave

Increases for bargaining unit employees covered by the United Faculty of Florida (UFF) and the Police Benevolent Association (PBA) are negotiated separately.

Implementation Guidelines
  • The salary adjustment will be computed according to the base rate of pay in place on the day prior to the effective date. Adjustments will be calculated excluding any temporary increases or stipends.
  • Salary adjustments for employees with a full-time equivalency (FTE) of less than 1.0 will be pro-rated based on the FTE of the employee’s regular position.
  • The salary adjustment for employees on leave of absence without pay on the effective date and who are otherwise eligible, will be effective on the date the employee returns to work, but not retroactively. Exception: If leave is classified as FMLA, the increase will be retroactive to the increase effective date after the employee returns from leave.
  • If an ineligible employee achieves performance standards after the effective date due to no fault of the employee, i.e. late submission by the supervisor, the increase will be retroactive.
  • If an ineligible employee achieves performance standards after the effective date of the increase, the employee may receive an increase effective the date the employee becomes eligible, but not retroactively. The increase will be effective the first pay period following the eligibility date. For example, an SP employee who successfully completes probation.


Temporary Assignments

Additional compensation that recognizes the temporary assignment of added responsibilities that fall within or outside the scope of an employee's current job classification.  For example, an employee assumes additional responsibilities while a search is conducted to fill a vacant position.

Additional compensation for temporary assignments are assigned by temporarily increasing the salary or hourly rate during the period the temporary duties are performed.  Temporary assignments are short term and typically have a beginning and end date.

Interim Assignments

An Interim Assignment is made when an employee primarily performs work at a higher level of responsibility over an extended period of time, typically greater than one month. The employee must assume the majority, at least 70%, of the job responsibilities of the higher level position.

During an interim assignment, the employee's interim salary must be established at a level not less than the minimum of the salary range for the classification. If the proposed interim salary is above the range minimum, the salary should be based on qualifications in relation to the minimum requirements of the new position.  At the conclusion of the assignment the employee will be returned to his/her original classification and salary.


Increased Responsibilities

A pay adjustment that recognizes employees for the permanent assignment of increased level of responsibilities that fall within the scope of the position's current job classification OR reclassification of a position to a different job classification with an increased level of responsibilities.


Market Adjustment

A market adjustment is a pay adjustment following a comprehensive market analysis performed by the Compensation Team to address market conditions outside of the University.

Awarded in the form of an increase to base salary or hourly rate, based on the recommendation of the Compensation Team.

A division or college leader may request a market analysis by contacting the Compensation Team.  Please allow at least five business days to complete the analysis as it is an intensive process to obtain accurate salary data.  

Pay Equity

A pay equity increase is a salary adjustment made to address compression issues within the University.

Awarded in the form of an increase to base salary or hourly rate, based on the recommendation of the Compensation Team.

To request a pay equity increase, contact the Compensation Team to perform an internal analysis of salaries within a particular classification.  

Counter Offer

The University seeks to retain employees in key professional or managerial positions that are deemed critical to business needs and difficult to fill.   A counter offer increase provides departments the opportunity to increase the salary of high performing staff members with critical skills who receive a written offer of employment from an external or internal employer.

Applied in the form of an increase to base salary.  An increase may be given up to the external offer but should not exceed the maximum of the job classification pay range. External offer letter required with salary adjustment request.


Professional Development

Additional compensation that is provided to an employee for receiving certification, licensure, or degree identified as a preferred qualification for the employee's current job classification.

Awarded in the form of an increase to base salary or hourly rate.