HR & Payroll News

2021 Salary Increase

Consistent with Commonwealth guidance, Mason will be providing a 5% pay increase allocated as follows — a 5% increase across the board for classified staff and a 4% across-the-board increase with a 1% pool for increases for merit and other adjustments for instructional, research and administrative professional faculty. Further details on these employee classes, as well as Adjunct Faculty, Graduate Assistants and Student and Non-Student Wage employees is provided below. For additional details, please reference the state salary increase FAQs. 

 

This marks the first step in Mason’s transition to a performance culture. Subsequently, Mason will be administering a 2% pool for increases based upon merit, market and other necessary adjustments required to retain talent at a later date.

 

Instructional/Research, Administrative/Professional Faculty, Postdoctoral Research Fellows, and Research Staff

  • Faculty hired into benefitted positions on or before March 10, 2021, will receive an increase on June 10, 2021 (9-month faculty will receive the increase on August 25, 2021) as follows:
    • 4% for all eligible personnel, and,
    • An additional 1% pool will be provided to the units to be distributed based on merit and other adjustments.
      • See below for guidance on merit and other adjustment considerations.
  • Faculty hired or rehired into benefitted positions after March 10, 2021, will not be eligible for the increase.
  • Employees with an unsatisfactory evaluation rating, or no evaluation, are not eligible for the increase.
  • Faculty on leave without pay will receive the raise when they return to active status.
  • Eligible faculty on paid leave will receive the increase on June 10, 2021 (12-month), or August 25, 2021 (9-month).
  • The increase will be applied to base salary and eminent scholar stipends only. Other stipends are not included.
  • For all 9 and 12-month faculty, the order of the increases will be:
    • Promotion & Tenure
    • Minimum Salary by Rank
    • Contractual increases
    • VA State Increase

 

Classified Staff

  • Classified employees hired into benefitted positions on or before March 10, 2021, will receive a 5% increase based on a satisfactory performance evaluation
  • Classified employees hired or rehired into benefitted positions after March 10, 2021, will not be eligible for the increase.
  • Employees with an unsatisfactory evaluation rating, or no evaluation, are not eligible for the increase.
  • Eligible employees who are on short-term disability or other paid leave will receive the increase on June 10, 2021.
  • Classified employees on leave without pay are not eligible for the increase until they return to work or are in a paid leave status.

 

Adjunct Faculty and Graduate Assistants

  • The Provost approved adjunct faculty salary matrix will be increased by 5% effective summer 2021.
  • An updated summer 2021 adjunct matrix will be posted on the Provost Office website.
  • The fall 2021 Graduate Assistant minimum will change as well and is posted on the Provost Office website.

 

Student and Non-Student Wage

  • Units will receive a 5% increase in their wage pool.
  • Wage employees may be eligible for up to 5% increase at the discretion of the unit.
  • This does not apply to students paid from Work Study funds.

 

Evaluations

Accrediting standards set by the Southern Association of Colleges and Schools’ Commission on Colleges (SACS-COC) require that universities regularly conduct evaluations of both faculty and staff.  While the regulations do not specify precisely how such evaluations must be conducted, the university must always be able to prove that they occurred. Normally, a written performance evaluation would fulfill the documentation requirement. However, if the evaluation is conducted orally, then the dean or director of the academic unit is responsible for ensuring that sufficient alternative documentation is maintained. Questions about documentation may be directed to Janette Muir, Associate Provost for Academic Initiatives and Services, at jmuir@gmu.edu.

 

This salary increase is based on performance and requires faculty and staff to have a recent performance evaluation.  Generally, administrative and professional faculty and classified staff would have been completed in October, 2020. An evaluation will need to be completed for:

  • Employees hired or rehired between June 25, 2019, and March 9, 2021.
  • Any administrative and professional faculty and classified staff who do not have a 2019-2020 evaluation on file.

 

Supervisors considering unsatisfactory ratings or needing assistance should call the employee relations team at 703-993-3878.  For additional details, please reference the state salary increase FAQs. Additional questions concerning the performance evaluation process should be directed to the Classification and Compensation team at workplan@gmu.edu.

 

Merit and Other Adjustment Considerations

 

When determining merit increases, the following should be considered:

  • Exemplary performance
  • Position in current market range
  • Size and nature of recent salary increases and/or supplemental pay
  • Internal equity within the unit
  • Years of service to the University and/or Department
  • Any recent disciplinary actions or warnings
  • Engagement in university activities outside of normal job responsibilities that contribute to the university goals/mission
  • Increased scope of responsibility not reflected in current pay or job description

 

Timeline

Unfortunately, due to the late notification and approval, our timeline has been condensed.  Keeping in mind that we allowed for as much time for the units to review and recommend increases for the 1% merit pool.

 

  • The Quarterly Review Process was suspended on April 22, 2021, and no further requested increases will be approved for May 25, 2021 or later effective dates
  • All contractually agreed-upon performance increases or bonus paperwork with future effective dates should be submitted to HR & Payroll no later than May 10, 2021
  • Counteroffers and competitive promotions are the only exceptions that will be considered during the Quarterly Review Process suspension

 

Workspace will open to units on May 10. Units will have until May 21 to make recommendations for the 1% merit pool.

 

FY2022 Salary Increase Plan

In an effort to retain talent, a 2% pool for increases will be distributed based upon merit, market and other necessary adjustments will be administered at a later date. This increase helps build a pay-for-performance culture that will provide managers the ability to recognize and reward performance and faculty/staff contributions.  More details and guidelines to follow.