Frequently Asked Questions

Q: What happens to my equity gap?

A: Existing equity gaps can be addressed in the future when funds are available.

Q: I was told that newly hired faculty and staff may be hired at higher salaries than existing employees at APSU.

A: The University has changed its compensation philosophy to match the labor markets in which it competes for talent.  This means that newly hired faculty and staff will be hired at market rates which might be more than those already here.

Q: Why did APSU need a new compensation Plan?

A: Over the past few years, APSU has had increasing difficulty hiring employees, particularly faculty.  APSU’s compensation plan structure contributed to that difficulty by not fully recognizing market salaries.  This plan recognizes this problem and will attempt to address the challenge.

Q: Will the practice of State mandated salary increases continue?

A: We believe that to be true.

Q: What about the Federal stimulus funds?  Can’t that money be used for salary increases?

A: Any stimulus money APSU receives will be one-time money.  As it is now understood, these funds may not be used for salary increases.

Q: What are the components of the plan?

A: There is a new performance appraisal system for staff employees.  There are different forms for clerical/support, administrative and professional employees.  These will begin to be used this month.  Salary grades and salary ranges will replace the current structure.  Merit pay will assume a larger part of future salary increases.  The plan also recommends bringing all APSU employees currently earning less than the poverty level for this area to the minimum of $10/hr.  There are currently 17 APSU employees earning less than this figure.

Q: When will the plan go into effect?

A: Some parts as of July 1, 2009.

Q: What does hiring new faculty and staff at market prices mean to me?

A: The plan moves APSU to a more realistic place (usually higher) when making offers of employment.

Q: What does this mean to those faculty and staff already here?

A: As the prospect of salary increases for year 2009-2010 seems unlikely, this plan will not address existing salaries for now.

Q: I have heard that there is a merit pay component to this plan.  Is this true?

A: Yes, the details of implementing merit pay have yet to be completed.

Q: What about equity pay increases?

A: When funding levels are restored, equity pay increases will be discussed by the university leadership.

Q: How will I know how my current salary fits into the new plan?

A: Once the final adjustments are made, the salary ranges will be placed on one or more university web pages.

Q: Beside salaries and process, what other changes are within the plan?

A: Those persons currently in Secretary II and III positions will have their positions retitled as Administrative Assistants.

Q: Who formulated this plan?

A: The University hired a compensation consulting firm, The Centre Group from Memphis, who worked along with four employee committees to produce the plan before you.  Human Resources staff members supplied information to the committees and consultants, President Hall and the vice presidents.

Q: When will I be informed of my target salary?

A: The university will send a "salary letter" to all employees after July 1, 2009.