of the 2010 regular legislative session response to house … · 2018. 1. 10. · as directed by...
TRANSCRIPT
-
Louisiana Postsecondary EducationResponse to House Resolution 180
Of the 2010 Regular Legislative Session
September 15, 2010
-
Louisiana Postsecondary EducationResponse to House Resolution 180
Of the 2010 Regular Legislative Session
As directed by House Resolution 180 of the 2010 Regular Legislative Session, the Board ofRegents conducted a survey of practices used for unclassified employee pay increases. Inconjunction with the Department of State Civil Service, a survey instrument was vetted anddistributed to all board offices, institutions and agencies under the direction of The Board ofRegents.
This document is a compilation of responses from all units under the umbrella of postsecondaryeducation. Enclosed is a completed survey by each unit as well as any historical documentationof policies and procedures used as guidance.
-
Unc
lass
ifie
dP
ayIn
crea
seP
ract
ices
Sur
vey
Inst
ruct
ions
Thi
ssu
rvey
isde
sign
edto
coll
ect
info
rmat
ion
abou
tthe
past
prac
tices
com
mon
lyus
edby
stat
eag
enci
esan
dst
ate
inst
itutio
nsof
high
ered
ucat
ion
whe
naw
ardi
ngpa
yin
crea
ses
toun
clas
sifi
edem
ploy
ees.
Plea
seno
teth
atth
isis
not
asu
rvey
rega
rdin
gth
eim
pact
ofcu
rren
tbu
dget
redu
ctio
ns.
We
are
requ
esti
ngin
form
atio
nab
out
the
polic
ies
and
prac
tices
used
inye
ars
WH
EN
pay
incr
ease
sw
ere
bein
gaw
arde
dun
der
norm
alci
rcum
stan
ces.
Ifyo
uha
vean
yqu
estio
nsab
out
this
surv
ey,
plea
seco
ntac
tL
ori
Park
er,
Ass
ista
ntC
omm
issi
oner
for
Bud
get
Ana
lysi
sat
lori
.par
ker@
la.g
ovor
225-
342-
4253
.Pl
ease
retu
rnyo
urco
mpl
eted
surv
ey(s
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the
addr
ess
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act
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iP
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onic
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.T
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udge
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ouis
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Boa
rdof
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ents
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onR
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Unc
lass
ifie
dP
ayIn
crea
seP
ract
ices
Sur
vey
Ple
ase
ind
icat
ew
hic
hof
the
foll
ow
ing
pay
incre
ase
tools
are
use
dby
yo
ur
org
an
izati
on
tog
rant
pay
incr
ease
sto
RE
GU
LA
R,
FUL
L-
TIM
EU
NC
LA
SS
IFIE
DS
TA
FF
,in
cludin
gfa
cult
y,
med
ical
and
teach
ing
pro
fess
ion
als
,et
c.
Nam
eo
fth
eA
gen
cy,
Off
ice,
Univ
ers
ity
Sy
stem
,C
amp
us,
Sch
ool
etc.
tow
hic
hth
isre
sponse
app
lies
(subm
itse
par
ate
resp
on
ses
ifn
eed
ed):
Min
imum
Max
imu
mM
axim
um
%In
crea
sem
ost
Ty
pe
of
Incr
ease
Pro
gra
mU
sed’
%In
crea
se%
Incr
ease
Fre
quency
oft
enaw
ard
ed
in(C
hec
kal
lth
atap
ply
)—
Cate
go
ryof
Sta
ffE
lig
ible
2A
llow
able
3A
llo
wab
le3
All
ow
ab
le4
the
pas
t5
years
5M
erit
Incr
ease
Var
iab
leIn
crea
sebase
don
am
ult
i-le
vel
—
perf
orm
ance
rati
ng
syst
em
Vari
able
Incr
ease
specif
icall
yti
edU
ncla
ssif
ied
0%
5%1
yea
r3%
next
toa
perf
orm
an
ce
rati
ng
syst
em
—pa
ge)
Ste
pIn
crea
se
Co
sto
fL
ivin
gIn
crea
seF
ull
-tim
eU
ncla
ssif
ied
Sta
ffN
A$1,5
00
1yea
rSe
ene
xtpa
ge
Longevit
yIn
crea
se
Mark
et
Adju
stm
ent
Perf
orm
ance
Bo
nu
s
Oth
er:
‘An
ym
eth
od
use
dto
incr
ease
the
bas
epay
of
anem
plo
yee
for
con
tin
ued
sati
sfac
tory
per
form
ance
inth
esa
me
job.
(ex
clu
des
incr
ease
sb
ased
onev
ents
such
aspro
moti
ons,
re-a
ssig
nm
ent
orst
atu
sch
ang
es,
atta
inm
ent
of
hig
her
cred
enti
als,
or
sim
ilar
no
n-r
ecu
rrin
gev
ents
.)2If
dif
fere
nt
com
pen
sati
on
met
hods
are
lim
ited
toce
rtai
nty
pes
of
staf
f,su
chas
tenure
d,
man
ager
ial,
sup
po
rtst
aff,
etc.
or
toem
plo
yee
sm
eeti
ng
cert
ain
crit
eria
,su
chas
len
gth
of
serv
ice,
etc.
ple
ase
indic
ate
that
inth
isco
lum
n.
3Min
imu
mor
Max
imum
anem
plo
yee
may
rece
ive
wh
enev
erth
isp
arti
cula
rpay
met
hod
isuse
d.
4Fre
qu
ency
wit
hw
hic
han
emplo
yee
may
be
gra
nte
dan
incr
ease
usi
ng
this
par
ticu
lar
pay
met
hod
(e.g
.an
nual
ly,
bia
nn
ual
ly,
etc.
).5B
ase
do
nal
lin
crea
ses
actu
ally
gra
nte
du
sing
this
pay
met
hod
fro
m7/1
/05
thro
ugh
6/3
0/1
0,
the
most
com
mo
n%
chan
ge
inpay
that
was
gra
nte
d.
-
Unc
lass
ifie
dP
ayIn
crea
seP
ract
ices
Sur
vey
(con
t’d)
Dur
ing
FY20
05-2
006,
a3%
uncl
assi
fied
staf
fpa
ypl
anw
asim
plem
ente
d.T
heB
oard
ofR
egen
tsap
prov
edin
FY20
06-2
007
ast
aff
pay
plan
aver
agin
g3%
but
rang
ing
from
2%to
5%.
InFY
2007
-200
8an
uncl
assi
fied
staf
fm
erit
eval
uati
onan
dpa
ypl
anw
ithan
adju
stm
ent
of3%
asth
est
anda
rd, b
utra
ngin
gfr
om2%
to5%
depe
ndin
gon
the
uncl
assi
fied
empl
oyee
’san
nual
eval
uati
onw
asap
prov
ed.
Aco
stof
livin
gpa
yin
crea
sein
the
amou
ntof
$1,5
00w
asgr
ante
dby
the
Leg
isla
ture
for
uncl
assi
fied
stat
eem
ploy
ees
inFY
2007
-200
8as
wel
l.B
oard
ofR
egen
tsap
prov
edan
uncl
assi
fied
staf
fm
erit
eval
uati
onan
dpa
ypl
anof
3%on
the
aver
age
inFY
2008
-200
9.H
owev
er,
mid
-yea
rbu
dget
cuts
prev
ente
dth
efu
llst
aff
from
part
icip
atin
gin
the
plan
.In
fisc
alye
ars
2009
-20
10an
d20
10-
2011
,no
pay
plan
sw
ere
appr
oved
.
-
uo]wnl
-
Unc
lass
ifie
dP
ayIn
crea
seP
ract
ices
Sur
vey
Inst
ruct
ions
Thi
ssu
rvey
isde
sign
edto
colle
ctin
form
atio
nab
out
the
past
prac
tices
com
mon
lyus
edby
stat
eag
enci
esan
dst
ate
inst
itutio
nsof
high
ered
ucat
ion
whe
naw
ardi
ngpa
yin
crea
ses
toun
clas
sifi
edem
ploy
ees.
Ple
ase
note
that
this
isa
surv
eyre
gard
ing
the
impa
ctof
curr
ent
budg
etre
duct
ions
.W
ear
ere
ques
ting
info
rmat
ion
abou
tth
epo
licie
san
dpr
actic
esus
edin
year
sW
HE
Npa
yin
crea
ses
wer
ebe
ing
awar
ded
unde
rno
rmal
circ
umst
ance
s.If
you
have
any
ques
tions
abou
tth
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rvey
,pl
ease
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act
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rker
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ssis
tant
Com
mis
sion
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rB
udge
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naly
sis
atlo
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arke
r@la
.gov
or22
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ase
retu
rnyo
urco
mpl
eted
surv
ey(s
)to
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ess
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wor
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act
Lor
iP
arke
rto
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ityo
urin
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atio
nel
ectr
onic
ally
.T
hank
you.
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iPa
rker
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ssis
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mis
sion
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rB
udge
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Lou
isia
naB
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egen
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ox36
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aton
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CO
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uxT
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nce
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ager
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uman
Res
ourc
eM
anag
er
Age
ncy/
Inst
itut
ion
Sub
mit
ting
For:
Lou
isia
naU
nive
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Mar
ine
Con
sort
ium
(LU
MC
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)
Phon
e:98
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l:hb
oudr
eaux
@lu
mco
n.ed
u
-
Unc
lass
ifie
dP
ayIn
crea
seP
ract
ices
Sur
vey
Ple
ase
ind
icate
whic
ho
fth
efo
llow
ing
pay
incre
ase
tools
are
use
dby
your
org
an
izati
on
tog
rant
pay
incre
ase
sto
RE
GU
LA
R,
FU
LL
-
TIM
EU
NC
LA
SS
IFIE
DS
TA
FF
,in
clu
din
gfa
cu
lty
,m
edic
al
and
teach
ing
pro
fess
ion
als
,et
c.
Louis
ian
aU
niv
ers
itie
sM
ari
ne
Conso
rtiu
m(L
UM
CO
N)
—A
gen
cy
19
-67
4
Min
imum
Maxim
um
Maxim
um
%In
cre
ase
mo
stT
yp
eo
fIn
cre
ase
Pro
gra
mU
sed
1%
Incre
ase
%In
cre
ase
Fre
qu
en
cy
oft
en
aw
ard
ed
in(C
heck
all
that
ap
ply
)—
Cate
go
ryof
Sta
ffE
ligib
le2
All
ow
able
3A
llow
able
3A
llo
wab
le4
the
past
5y
ears
5M
eri
tIn
cre
ase
Un
-Cla
ssif
ied
,F
ull
-Tim
e,
Sta
te2
%1
0%
An
nu
all
y4
%(S
ee
Att
ach
ed
)S
upport
ed
Em
plo
yees
Vari
ab
leIn
cre
ase
base
don
am
ult
i-le
vel
perf
orm
ance
rati
ng
syst
em
—
Vari
able
Incre
ase
not
specif
icall
yti
ed
toa
perf
orm
ance
rati
ng
syst
em
—
Ste
pIn
cre
ase
Co
sto
fL
ivin
gIn
cre
ase
—U
n-C
lass
ifie
d,
Full
-Tim
e,
Sta
te2%
4%A
nn
uall
y3%
(See
Att
ach
ed
)
Su
pp
ort
ed
Em
plo
yees
Longevit
yIn
cre
ase
Mark
et
Adju
stm
ent
Perf
orm
ance
Bo
nu
s—
Oth
er:
‘Any
meth
od
use
dto
incre
ase
the
base
pay
of
anem
plo
yee
for
conti
nued
sati
sfacto
ryperf
orm
ance
inth
esa
me
job.
(ex
clu
des
incre
ase
sb
ase
don
ev
en
tssu
ch
as
pro
moti
ons,
re-a
ssig
nm
ent
or
statu
schanges,
att
ain
ment
of
hig
her
cre
den
tials
,or
sim
ilar
no
n-r
ecu
rrin
gevents
.)
21f
dif
fere
nt
com
pensa
tion
meth
ods
are
lim
ited
tocert
ain
typ
es
of
staff
,su
ch
aste
nure
d,
manageri
al,
sup
po
rtst
aff
,et
c.o
rto
em
plo
yees
meeti
ng
cert
ain
cri
teri
a,
such
asle
ngth
of
serv
ice,
etc.
ple
ase
indic
ate
that
inth
isco
lum
n.
3Min
imu
mor
Maxim
um
an
em
plo
yee
may
receiv
ew
hen
ev
er
this
part
icu
lar
pay
meth
od
isuse
d.
4Fre
qu
en
cy
wit
hw
hic
han
em
plo
yee
may
be
gra
nte
dan
incre
ase
usi
ng
this
part
icu
lar
pay
meth
od
(e.g
.annuall
y,
bia
nn
uall
y,
etc
.).
5Based
on
all
incre
ase
sactu
all
ygra
nte
dusi
ng
this
pay
meth
od
from
7/1/
05th
rou
gh
6/30
/10,
the
most
com
mon
%ch
an
ge
inpay
that
was
gra
nte
d.
-
Unc
lass
ifie
dP
ayIn
crea
seP
ract
ices
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vey
Dur
ing
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evio
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epa
ypl
ans
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fied
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e-su
ppor
ted
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fw
ere
asfo
llow
s:
•F
Y20
05-2
006:
•F
Y20
06-2
007:
•F
Y20
07-2
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•F
Y20
08-2
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•F
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09-2
010:
•FY
2O1O
-201
1:
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ost
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erit
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eze
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Sal
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eze
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dget
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-
__oeeI.e
-
LSU System 2010-2011 Salary Guidelines
Faculty
The state has not appropriated funds for a pay increase for the faculty for FY 2010-11. While it isexpected that a limited number of promotions in rank may be appropriate, general merit increases tofaculty will not be provided in accordance with Executive Order BJ 2010-5. In the event salaryadjustments become necessary during the year in response to documented outside offers, the campusmust provide full justification in accordance with the Bylaws and System policy.
Administrative and Professional Staff
Specific funds for salary increases for administrative and professional employees also were notappropriated from the state. In accordance with Executive Order BJ 201 0-5 merit increases toadministrative and professional staff will not be provided during FY 2010-11. In addition, the Civil ServiceCommission adopted a rule suspending merit increase authority for classified employees for the periodJuly 1, 2010 through June 30, 2011. However, in accordance with the Bylaws and System policy, theSystem will review and consider action on a limited number of promotions, equity adjustments, and othersalary adjustments, which campuses and hospitals justify in writing as essential. As a result of continuingbudget pressures and limitations on filling vacant positions, it may be necessary to expand a smallnumber of job assignments that could require modest salary readjustments. These changes need to befully documented and defensible.
Board Approval
Board Bylaws (Art.Vll, Sec. 8 D4) and Uniform Personnel Actions Policy should be consulted forall compensation actions that require Board approval and, insofar as practicable, separated from thoserequiring only Presidential approval.
LSU System 2009-2010 Salary Guidelines
Faculty
The state has not appropriated funds for a pay increase for the faculty. While it is expected that alimited number of promotions in rank may be appropriate, general merit increases to faculty should not beprovided. In the event salary adjustments become necessary during the year in response to documentedoutside offers, we will need full justification.
Administrative and Professional Staff
Specific funds for salary increases for administrative and professional employees also were notappropriated from the state. In preparing operating budgets, campuses and hospitals must strictly complywith approved Civil Service employee layoff avoidance plans for classified employees and with theparallel LSU system policies on the suspension of merit pay increases for administrative and professionalunclassified employees. However, the System will review and consider action on a limited number ofpromotions, equity adjustments, and other salary adjustments, which campuses and hospitals justify inwriting as essential. As a result of the budget reductions and position vacancies, it may be necessary toexpand a small number of job assignments that could require modest salary readjustments. Thesechanges need to be fully documented and defensible.
Board Approval
-
Board Bylaws (Art.VIl, Sec. 8 D4) and Uniform Personnel Actions Policy should be consulted forall compensation actions that require Board approval (e.g. for employees whose compensation exceeds$125,000), and, insofar as practicable, separated from those requiring only Presidential approval.
LSU System 2008-2009 Salary Guidelines
FacultyAs you are aware, the state has not provided funds for a pay increase for the faculty. If your
campus intends to fund a pay increase you must prepare and submit for approval a plan detailing theguidelines and procedures that will be followed in implementing the increase.
Administrative and Professional StaffSpecific funds for a salary increase for administrative and professional employees have not been
appropriated from the state. If your campus intends to devise and fund a salary increase for theseemployees you must also prepare and submit for approval a plan giving the guidelines and proceduresyou intend to follow in implementing the increase.
These plans must also be submitted to the office by July 10th even if you intend to implementthem at some point later in the fiscal year.
Board ApprovalBoard Bylaws (Art.Vll, Sec. 8 D4) should be consulted for all compensation actions that require
Board approval (e.g. for employees whose compensation exceeds $100,000), and, insofar as practicable,separated from those requiring only Presidential approval.
LSU System 2007-2008 Salary Guidelines
FacultyThis year the State is providing funds for a faculty salary increase. As you are aware language in
the preamble to the higher education section of HB 1 requires that one-half of these funds be allocated foran across the board pay increase for all full-time faculty. For your information, the guidelines that I hadpreviously approved are attached.
Each campus must prepare and have approved a plan detailing the guidelines and proceduresthat will be followed in implementing the faculty salary pay increase. While one-half of the funds for thefaculty pay increase will be distributed only to full time faculty based on an across the board basis, theremaining half of your faculty salary increase funds does not have to be distributed using an ‘across theboard’ or ‘cost of living’ approach, but instead take into consideration factors such as performance,comparable SREB faculty salary averages or other appropriate professional faculty salary benchmarks,market demand by discipline, institutional priorities, and equity issues. If you have not already done do,please send me your plan as soon as possible.
In order to document how the pay plan funds are distributed it will be necessary for your campusto complete the attached pay plan detail and summary worksheets. These worksheets should besubmitted with your operating budget.
Administrative and Professional StaffThe state has also provided a flat $1,500 plus benefits for all other employees (it is my
understanding that all non-faculty are eligible but funding has been provided only to those who have all ora portion of their salary paid from the operating budget). An Executive Order will be issued in the nearfuture that will provide additional details. If your campus intends to supplement this amount foradministrative and professional staff, a formal plan for doing so must be developed and submitted to me,even if you plan to implement it later in the fiscal year.
Finally, while the System has been developing new procedures for approving salary increasesthat occur during the year, please note that until these are approved by the Board you must continue to
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adhere to existing provisions in PM-69 as amended by Board Bylaws, Article VII, Section 8.j. In addition,any salary increases of 15% or greater for employees not covered by PM-69 will require Presidentialapproval.
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Louisiana State University System
Office of the President 225/578-2111
fax 225/578-5524
January 8, 2009
PERMANENT MEMORANDUM
Subject: PM-69 (Revised with Bylaw and Regulation Attachments)
Reference: Delegation of Authority to Execute Personnel Actions
I. Purpose
To provide for a uniform personnel policy for the LSU System pursuant to the provisionsof Art. VII, section 8. D.4.h of the Board Bylaws and the Uniform Personnel Policy of the Board(Section 2-5.1 of the Regulations of the Board, hereinafter the “Uniform Personnel Policy”),attached hereto, and to provide for specific and express delegation of authority to executepersonnel actions.
This delegation of authority may be amended or revoked at any time.
II. Board Approval
All personnel actions listed in section A of the Uniform Personnel Policy requireapproval by the Board. Authority to take such actions is not delegated to either thePresident or the Chancellors.
The threshold annual compensation amounts above which Board approval is required (asprovided for in section A.2 of the Uniform Personnel Policy) are as follows:
A. For faculty positions other than as provided in the next paragraph B, more than $150,000total annual compensation.
B. For faculty positions in the clinical departments of the School of Medicine at the HealthScience Centers and for physician positions at the Health Care Services Division, morethan $250,000 total annual compensation; for other faculty positions at these institutions,more than $150,000 total annual compensation.
C. For Nursing and Allied Health Professional positions at the Health Science Centers andthe Health Care Services Division, more than $150,000.
D. For other positions at all campuses and institutions, more than $125,000 total annualcompensation.
As provided for in the Uniform Personnel Policy, the provisions of this subparagraph shall notapply when the compensation funding from non-state sources exceeds 80% of totalcompensation and the compensation from state sources is less than the applicable thresholdamount.
Louisiana State University & Agricultural and Mechanical College
LSU at Alexandria • LSU at Eunice • University ofNew Orleans • LSU in Shreveport. Hebert Law Center • LSU Agricultural Center
Pennington Biomedical Research Center • LSU Health Sciences Center — New Orleans • LSU Health Sciences Center — Shreveport. ISU Health Care Sen’ices Division
3810 West Lakeshore Drive
Baton Rouge, Louisiana 70808
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III. President Approval
The following actions require approval by the President and are not delegated tothe Chancellors or equivalents.
A. All personnel actions specifically requiring approval by the President as set forth inSections B of the Uniform Personnel Policy.
B. Any action which would result in an employee having total annual compensation lessthan the amount requiring Board approval (as provided in Section Il above) but greaterthan the amount shown below for the following categories of employees.
1. For faculty positions at all campuses other than as provided in the nextparagraph 2, more than $100,000 total annual compensation.
2. For faculty, physician and nursing and allied health positions at the HealthScience Centers and the Health Care Services Division , more than $125,000total annual compensation.
3. For other positions at all institutions, more than $100,000 total annualcompensation.
The provisions of this subparagraph shall not apply when the compensation funding fromnon-state sources exceeds 80% of total compensation and the compensation from statesources is less than the applicable threshold amount.
C. Joint appointment of an employee between two or more campuses totaling more than100% paid effort. Joint appointments involving no more than 100% effort must beapproved by the Board, President, or Chancellor or equivalent, based on the total amountof compensation to be paid by all campuses participating in the appointment.
D. Appointment for a definite term greater than 12 months, except as provided for in PM-23.
E. Additional compensation exceeding the limits established in PM-3.
F. Incentive pay in accordance with Section Vll.F of this Memorandum.
G. Payment of honoraria or reimbursement for travel expenses in excess of $10,000.
IV. Delegation of Authority to Chancellors
A. Authority to make all other personnel actions which are consistent with the CompensationGuidelines set forth in Section VII of this Memorandum and which are not reserved to theBoard or the President pursuant to the Board Bylaws, the Uniform Personnel Policy, theRegulations of the Board, or the other provisions of this Memorandum has beendelegated by the Board to the President, and is hereby delegated by the President to
Louisiana State Universit’ & Agricultural and Mechanical College
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Pennington Biomedical Research Center • LSU Health Sciences Center — New Orleans • LSU Health Sciences Center Shreveport LSU Health Care Services Division
3810 West Lakeshore Drive
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Office of the President 225/578-2111
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the Chancellors or equivalents. This delegation may be revoked or amended by theBoard or the President at any time.
B. With approval of the President, and except as provided for herein, each Chancellor orequivalent may further delegate this authority provided for in this section IV. Suchdelegation must be made in writing with a clear and specific delineation of the extent ofsuch re-delegation. Copies of re-delegations shall be filed with the Chancellor orequivalent, the office of human resource management, and the President, as well as withother campus offices as determined by the Chancellor or equivalent. Any such redelegation shall not relieve the Chancellor or equivalent of the reporting and otherrequirements set forth in this Memorandum.
V. Submission Requirements
A. Contents of submission
Recommendations for personnel actions which must be approved by the Board or thePresident shall be submitted in writing signed by the Chancellor or equivalent. Eachrecommendation shall include the following information:
1. All information required by Section F of the Uniform Personnel Policy;2. All information which would be required to be reported by Section VIIl.A of this
Memorandum;3. Where the recommended action deviates from the Compensation Guidelines set
forth in Section VII of this Memorandum, a specific description of the facts andanalysis relied upon to justify the deviation, which shall address each of the relevantfactors for that category of personnel action.
B. Timing of submission
Recommendations for personnel actions which must be approved by the Board or by thePresident shall be submitted in accordance with the deadlines established in Article VII,sections 8.F.1 and 8.F.2 of the Board Bylaws.
VI. Letters of appointment and similar agreements
As provided for in the Uniform Personnel Policy, all letters of appointment, contracts ofemployment, or other written employment agreements between LSU and any of its employeescontaining any special provisions not provided for in written general policy, shall either (i) use onlythe language prescribed for such agreements by the President in a standardized template or form(which is encouraged); or (ii) be approved as to form and legal sufficiency by the System Office ofGeneral Counsel prior to being signed.
Louisiana State University & Agricultural and Mechanical College
LSU at Alexandria • LSU at Eunice • University of New Orleans • LSU in Shreveport. Hebert Law Center • LSU Agricultural Center
Pennington Biomedical Research Center • LSU Health Sciences Center — New Orleans • LSU Health Sciences Center — Shreveport • LSU Health Care Services Division
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Louisiana State University System3810 West Lakeshore Drive
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Office of the President 225/578-2111
fax 225/578-5524
VII. Compensation Guidelines
The following Compensation Guidelines shall apply to all personnel actions taken bythe campuses and institutions of the LSU System pursuant to the authority delegated bythe President herein. Any deviations from these Guidelines must be approved by thePresident, which authority is not delegated to the Chancellors or equivalent. Delegation bythe President of personnel authority, either by Section IV of this Memorandum orotherwise, does not diminish the application of these Guidelines. These Guidelines do notamend, alter or affect the provisions of Sections I— III above.
A. Establishment of salary structure
Each campus or institution (‘campus”) shall develop or continue a salary structure basedupon a detailed market comparison of key benchmark positions. The salary structureshall meet the following criteria:
1. The salary structure shall be based on average salaries paid for comparablepositions by institutions in the appropriate comparison groups. Consideration mayalso be given to internal comparison groups. Such average salaries will serve as atarget average salary except that with written justification, target average salariesmay be placed above the market average for certain key or hard-to—recruit-forpositions.
2. With respect to faculty positions, the salary structure should reflect labor marketvariations by academic discipline and rank for the relevant market in which thecampus competes for faculty.
3. Factors in determining individual salaries include, but are not limited to, the level ofperformance including contributions to the University, specific market conditions,position responsibilities, retention issues, length of service, credentials, specialexpertise, etc.
4. The campus’ structure must include salary parameters, by job group. These may bein the form of salary ranges or other mechanism such as expressing the parametersas a percentage of the average salary. The spread from the lower parameter to theupper parameter (the range) will vary by job group or title but should normally fallbetween 40 and 70 percent. Any salary for an individual employee which is outsideof the campus’ approved parameters for the employee’s job group must be approvedby the President as a deviation from these Guidelines, or by the Board, if Boardapproval is required by some other provision of the Uniform Personal Policy or thisMemorandum.
5. Salary parameters should be adjusted periodically to ensure that the salary structureremains reasonably competitive within the available financial resources.
6. The salary structure and any substantive amendments thereto are subject toapproval of the President before implementation.
Louisiana State University & Agricultural and Mechanical College
LSU at Alexandria • LSU at Eunice • University ofNew Orleans • LSU in Shreveport Hebert Law Center • LSU Agricultural Center
Pennington Biomedical Research Center • LSU Health Sciences Center — New Orleans • LSU Health Sciences Center — Shreveport • LSU Health Care Services Division
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Office of the President 225/578-2111
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B. Starting salaries for new employees
1. Starting salaries for new employees should not fall below the lower parameter orabove the midpoint of the range between the lower and upper parameters. Offeringhigh starting salaries can create internal salary inequities, salary compression,employee morale problems, and increased salary costs. Salaries of existingemployees who are similarly qualified should be considered in setting the newemployee’s salary. To the extent practical, including availability of resources, internalequity should be maintained.
2. Salary offers above the midpoint of the range may be granted only when justified inwriting to the Chancellor based on one or more of the following factors:
a. A demonstrated and documented inability to attract an outstanding candidate at asalary below the midpoint;
b. Rejection of an offer of employment at the midpoint by the top candidate(s),evidenced in writing; or
c. The candidate’s experience and demonstrated competencies are substantiallybeyond the required qualifications of the position, evidenced in writing.
3. Upon approval of the salary structure by the President and receipt by the Chancellorof the information specified in paragraph B.2 above, a starting salary above themidpoint between the lower and upper parameters does not require further approvalby the System Office, unless approval by the Board or President is otherwiserequired by the Bylaws, the Regulations, the Uniform Personnel Policy, or Sections IIor Ill of this Memorandum. However, the campus or institution shall promptly report tothe President all starting salaries which are above the midpoint.
C. Salaries not to exceed maximum of salary range
Salaries shall not exceed the upper parameter for the position. In rare circumstances,deviations from this rule may be approved by the President (or the Board, where Boardapproval is required by other provisions of this Memorandum) when specifically justifiedin writing based on one or more of the following factors:
1. there is a demonstrated and documented inability to attract an outstanding candidateat a salary below that level; or
2. the incumbent’s experience, demonstrated competencies and performance aresubstantially beyond the required qualifications of the position.
D. Annual Review
Each campus should with available resources establish or continue a systematicevaluation process to annually measure each employee’s contributions, achievement ofestablished performance goals, professional development, and work group effectivenessduring the past year, and to set appropriate goals for the next year.
Louisiana Stale Universily & Agricultural and Mechanical College
LSU at Alexandria • LSU at Eunice • Universi0’ of New Orleans • ISU in Shreveport. Hebert Law Center • ISU Agricultural Center
Pennington Biomedical Research Center • ISU Health Sciences Center — New Orleans • LSU Health Sciences Center — Shreveport. LSU Health Care Services Division
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Louisiana State University System
Office of the President 225/578-2111
fax 225/578-5524
E. Salary Increases
Salary increases may be made based only on one or more of the factors listed below. Nosalary increase shall raise an employee’s salary by an amount greater than 15% in anyone fiscal year unless approved by the President (or Board, as applicable) based onwritten justification submitted by the Chancellor or equivalent. Any raises pursuant to ageneral plan approved by the President (for example, a general plan as a result of alegislative appropriation dedicated to faculty or staff pay raises), ,shall not require Boardor presidential action beyond the approval of the general pay plan; nor shall such a raisebe counted towards the 15% limitation.
1. Merita. Merit increases, pursuant to the authority delegated herein, shall be given no
more than once each year based on the individual employee’s performance,unless approved by the Chancellor based upon written justification and promptlyreported to the President.
b. Merit increases, pursuant to the authority delegated herein, greater than 5% butnot more than 15% may be granted only when approved in writing by theChancellor, based on written justification of one or more of the following factors.Merit pay raises are not an entitlement, and the 5% reference should not beconstrued as a norm or default value. Merit pay raises require individual,qualitative evaluation.
i. the individual’s performance relative to established performance goals;ii. contributions to the institution;
iii. the acquisition of additional skills or competencies that significantlyenhance the individual’s value to the institution; or
iv. other extraordinary specified circumstances.
c. Employees who have received a merit increase in annual compensation that hasbeen effective six months or less shall not be eligible for a merit increase absentexceptional circumstances demonstrated in writing to the President.
2. Promotion/Reclassificationa. Promotion/reclassification increases shall be made only when a significant
increase in job responsibilities is factually established. The employee’s payshould be set within the established salary structure for the new position andduties which shall be justified in writing based on the following factors:
i. external market comparisons,ii. internal equity,
iii. departmental budget considerations,iv. the knowledge and skills the employee brings to the position, andv. the factually-established increased job responsibilities.
Louisiana State University & Agricultural and Mechanical College
LSU at Alexandria • LSU at Eunice• University of New Orleans • LSU in Shreveport. Hebert Law Center • LSU Agricultural Center
Pennington Bio,nedical Research Center • LSU Health Sciences Center — New Orleans • LSU Health Sciences Center — Shreveport. ISU Health Care Services Division
3810 West Lakeshore Drive
Baton Rouge, Louisiana 70808
-
Louisiana State University System3810 West Lakeshore Drive
Baton Rouge, Louisiana 70808
Office of the President 225/578-2111
fax 225/578-5524
3. Marketa. Market increases shall be made only to prevent or reduce turnover because of
market and economic conditions that may affect retention of employees. Marketincreases must be justified in writing based on the following factors:
i. the employee is critical to the accomplishment of the institution’s mission,ii. the employee possesses knowledge, skills, and abilities which are
clearly identified as difficult to recruit,iii. the employee’s expertise is in an area which is documented as having a
critical labor market shortage, andiv. local labor market conditions support such an adjustment.
b. When a market increase is made, the salary structure for the position should bereviewed and revised to reflect the changing market conditions.
4. Retentiona. Retention increases shall be given only when needed to retain a key employee
who may be lost to another organization. Retention adjustments must be justifiedin writing based on the foHowing factors:
i. the employee’s expertise is critical to the institution’s mission,ii. the employee’s performance is judged to be exemplary, and
iii. there is a significant risk, which must be verified and documented inwriting based upon first-hand knowledge, that the employee will leavethe institution as a result of a concrete offer or the high probability of aconcrete offer of employment at another institution.
5. Internal Equitya. Employees with similar levels of responsibility, work experience, qualifications,
and work performance records should have salaries which are reasonablycomparable. When previous salary adjustments have resulted in significantdisparities between the salaries of comparable employees, equity increaseswithin the established salary range may be made. Such increases shall take intoconsideration the employee’s annual review.
b. The written justification for internal equity adjustments must be supported by thefollowing documentation:
i. job descriptions of the employee receiving the adjustment and thecomparable positions on which the adjustment is based,
ii. job qualifications of the employee receiving the adjustment and thecomparable employees on which the adjustment is based,
iii. average salaries and/or salary structure for the applicable positions,iv. history of difficulty in recruiting or retaining personnel.
Louisiana State University & Agricultural and Mechanical College
LSU at Alexandria • LSU at Eunice • University ofNew Orleans • LSU in Shreveport Hebert Law Center • LSU Agricultural Center
Pennington Bio,nedical Research Center • LSU Health Sciences Center — New Orleans • LSU Health Sciences Center — Shreveport LSU Health Care Services Division
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Louisiana State University System
Office of the President 225)578-2111
fax 225/578-5524
F. Incentive Pay Programs
1. As existing resources allow, each Chancellor or equivalent may propose an IncentivePay Plan in accordance with the following provisions. All such plans must beapproved by the President pursuant to the provisions of Section ll.F of thisMemorandum.
2. Incentive pay programs provide a performance reward for an employee whoachieves previously agreed upon performance goals as part of a performance plan orinitial employment agreement. Incentive payments are not part of regular base salaryand are unrelated to merit salary adjustments. In targeted areas, each Chancellor orequivalent may recommend to provide incentive pay to certain staff or facultymembers who have highly focused and measurable performance goals. All incentivepay arrangements must be recommended by the Chancellor or equivalent in writingand require prior approval of the President (the Chancellor may not delegate thisresponsibility).
3. The plan proposed to the President for approval must include all of the following:
I. Plan eligibility;ii. The fiscal impact of the plan and its source of funds;
iii. Detailed plan provisions, including all agreements proposed to beentered with the employees, which must be reviewed by the SystemOffice of General Counsel for legal sufficiency;
iv. The manner in which performance rewards will be calculated anddistributed;
v. The administrative procedures which will be followed to review theoperations of the plan and its effectiveness;
vi. A schedule for reporting the payments actually made pursuant to theplan to the President, which schedule shall provide for no less thanannual reports of all sums paid to each employee pursuant to the plan;and
vii. The manner of addressing whether the incentive is eligible for retirementbenefits pursuant to state law and University policies, and the manner ofestablishing such in writing with the individual employee.
4. The plan shall include the names and job titles of each employee who will be eligibleto receive incentive payments and the maximum annual amount of incentive payeach employee may receive. After the plan has been approved, any changes to thelist of employees participating in the plan shall be submitted for review and approvalby the President.
Louisiana State University & Agricultural and Mechanical College
LSU at Alexandria • LSU at Eunice • University of New Orleans • LSU in Shreveport. Hebert Law Center • LSU Agricultural Center
Pennington Biomedical Research Center • LSU Health Sciences Center — New Orleans • LSU Health Sciences Center — Shreveport• LSU Health Care Services Division
3810 West Lakeshore Drive
Baton Rouge, Louisiana 70808
-
Louisiana State University System3810 West Lakeshore Drive
Baton Rouge, Louisiana 70808
Office of the President 225/578-2111
fax 225/578-5524
VIII. Reporting and Record-keeping Requirements
A. Reports by Chancellor
Until comprehensive performance metrics and reporting requirements are approved, theexisting reporting processes relating to personnel matters shall remain in force, unlessmodified by the President. This shall not, however, preclude or discourage the individualcampuses from enhancing the quality of reporting prior to development of System-widestandards.
B. Record-keeping
Where the compensation policies set forth in Section VII of this Memorandum requirewritten justification, the required documentation and analysis justifying the personnelaction shall be maintained in the campus HR Office and made available to the SystemHuman Resources Office upon request.
IX. Overall Program Evaluation
A. The President or his designee may evaluate the effectiveness of these policies and theoverall impact of the institution’s investment in compensation. Any such evaluation mayinclude, but is not limited to, a review the following factors:
1. Compliance with this PM2. The overall administration of the compensation program3. How effectively campus administrators are managing their compensation resources4. How closely salary expenditure levels are tied to the strategic aims of each campus5. How well employees understand and support overall compensation goals and pay
setting processes6. The impact of the non-financial elements of the total rewards strategy (leadership,
career advancement, etc.) on the overall recruitment, retention and reward strategy
B. When the President or his designee conducts such an evaluation, the results of theevaluation shall be reported to the Board.
X. Compensation Goals
Consistent with the policies set forth in this Memorandum, the LSU Systemacknowledges as a goal to work toward a flexible and contemporary compensation programdesigned to address the diverse and evolving needs of the System, its faculty and staff. Such acompensation program:
A. Is designed to attract, retain, and reward people who are committed to the University’sgoals and values and who are capable of making (or, if currently employed, alreadymaking) significant contributions;
B. Provides compensation consistent with a person’s contribution to the institution;C. Is reasonably related to relevant external markets and the availability of institutional
resources;
Louisiana State University & Agricultural and Mechanical College
LSU at Alexandria • LSU at Eunice • University ofNew Orleans • LSU in Shreveport. Hebert Law Center • LSU Agricultural Center
Pennington Biomedical Research Center • LSU Health Sciences Center — New Orleans • LSU Health Sciences Center — Shreveport. LSU Health Care Services Division
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D. Allocates compensation in a fair and equitable manner based on contribution, jobcontent, and the complexity of the work;
E. Is tailored to support the unique mission, strategic aims, and institutional goals of eachcampus;
F. Includes safeguards to engender confidence that pay-setting decisions are fair,consistent, and promote the academic enterprise;
G. Is supported by a performance management system that is reasonably linked to rewards,career development, promotion, and retention.
XI. Miscellaneous
A. Except as otherwise specifically provided, this Memorandum shall not apply to personnelactions relating to employees governed by the laws and rules promulgated by theDepartment of State Civil Service affecting the Classified Service.
B. All references to an annual period refer to the fiscal year of the LSU System unless thecontext indicates otherwise.
C. Nothing herein shall be construed to alter or amend the Bylaws or Regulations of theBoard of Supervisors.
D. Nothing herein shall be construed to alter, amend, or in any way affect PM-i i or thepolicies and procedures set forth therein, which are required by La. R.S. 42:1 123(9)(b).
E. Nothing herein creates any rights, procedural or substantive, in employees, prospectiveemployees or other persons.
John V. Lombardi, President
Louisiana State University & Agricultural and Mechanical College
LSU at Alexandria • LSU at Eunice • University ofNew Orleans • LSU in Shreveport. Hebert Law Center • LSU Agricultural Center
Pennington Biomedical Research Center • LSU Health Sciences Center — New Orleans • LSU Health Sciences Center — Shreveport LSU Health Care Services Division
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Louisiana State University System3810 West Lakeshore Drive
Baton Rouge, Louisiana 70808
Office of the President 225/578-2111
fax 225/578-5524
ATTACHMENT to PM-69: Regulations of the LSU Board of Supervisors
Uniform Personnel Policy of the LSU Board of Supervisors
Section 2-5.1. Uniform Personnel Policy of the LSU Board of Supervisors. Except asotherwise provided in the Bylaws, and notwithstanding any other provisions of these Regulations,all personnel actions made by any campus or institution of the LSU System shall be made inaccordance with the following provisions, as amplified by a Permanent Memorandum issued bythe President.
A. Personnel Actions Requiring Board Approval
The following personnel actions shall require approval by the Board of Supervisors:
1. Appointment of and compensation for the President, System Vice Presidents, allchancellors or equivalents, and all positions of dean or equivalent and above,including amendments to or extensions of appointment agreements and increases ordecreases in compensation.
2. Any action which would result in an employee having total annual compensationexceeding $125,000 (from all sources, both public and authorized private), providedthat the President may by Permanent Memorandum establish a higher Board-approval threshold not to exceed $250,000 for specified categories of employees,taking into account the competitive salary range in particular fields or disciplines.Upon establishing a higher Board-approval threshold, the President shall notdelegate approval authority for compensation exceeding $125,000. Board approvalshall not be required when the compensation funding from non-state sourcesexceeds 80% of total compensation and the compensation from state sources is lessthan $125,000.
3. Educational leave and sabbatical leave in excess of three months during any twelvemonth period.
4. Termination of tenured faculty.
5. Head coach and athletic director contracts and amendments thereto, provided thatthe President shall have the authority to approve any non-substantial amendments.
6. Leave without pay for one year or more or special leave with any pay or benefits forthirty days or more within any twelve month period.
7. Retrospective compensation of any type, which will be authorized only (i) inexceptional circumstances (when justified by the campus or institution in writing or asincidental to an approved general pay plan) or (ii) when, due to excusable neglect,the effective date of the proposed appointment, pay increase, or other personnelaction is no more than 60 days prior to the Board meeting or 30 days prior to theprevious Board meeting, when more than one month has elapsed since suchprevious Board meeting.
8. Termination of the President, all chancellors or equivalents, and all positions of deanor equivalent or above, unless otherwise provided in the appointment documents.
Louisiana State University & Agricultural and Mechanical College
LSU at Alexandria • LSU at Eunice • University of New Orleans • LSU in Shreveport • Hebert Law Center • LSU Agricultural Center
Pennington Biomedical Research Center • ISU Health Sciences Center — New Orleans • LSU Health Sciences Center — Shreveport• LSU Health Care Services Division
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Louisiana State University System3810 West Lakeshore Drive
Baton Rouge, Louisiana 70808
Office of the President 225/578-2111
fax 225/578-5524
9. Either appointment or making any change in status which would result in theemployee gaining indeterminate tenure or “rolling tenure” (i.e., rolling term).
10. Promotion in faculty rank.
11. Appointment to any designated chair or professorship
12. Conferring emeritus status on any person with less than ten years of service to theuniversity or with titles other than professor.
13. Awarding any honorary degree.
14. Paying any salary supplement to an LSU employee from Board-authorized affiliatedfoundation funds.
B. Personnel Actions Requiring Presidential Approval
The following personnel actions shall require approval by the President, which authoritymay not be further delegated:
1. Pay raises of any type in excess of 15% in any one year to any faculty or unclassifiedpersonnel.
2. The creation of any new position.
3. Filling any faculty position made vacant because of lay-off or furlough pursuant to aBoard-approved plan addressing institutional change or exigency.
4. Any action which would allow for a delay in review for tenure beyond the period oftime established by LSU policy or in the employee’s appointment letter.
5. Conferring emeritus titles not required to be approved by the Board.
6. Appointment for more than one year of any person who is to receive duringemployment by LSU any retirement benefits from any Louisiana public employeeretirement system or plan.
7. Converting a filled classified position to an unclassified position, approval of whichwill only be granted if justified by the following factors:
(i) The employee must have a baccalaureate degree or sufficientprofessional experience to substitute for the degree, and
(ii) The duties of the unclassified position must require advanced learningacquired by a prolonged course of specialized, intellectual training.
8. General pay plans, including across-the-board pay raises which are granted to all orsubstantially all of the employees of a campus or institution.
9. Any other personnel action which the President determines should be reviewed atthe System level. Such determinations may be made individually or be establishedfor the System as a whole, for individual campuses or institutions, or for classes ofemployees either across the System or at specific campuses or institutions.
Louisiana State University & Agricultural and Mechanical College
LSU at Alexandria • LSU at Eunice• University ofNew Orleans • LSU in Shreveport • Hebert Law Center • LSU Agricultural Center
Penningron Biomedical Research Center • LSU Health Sciences Center — New Orleans • LSU Health Sciences Center — Shreveport • LSU Health Care Services Division
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Louisiana State University System3810 West Lakeshore Drive
Baton Rouge, Louisiana 70808
Office of the President 225/578-2111
fax 225/578-5524
C. Personnel Actions which may be delegated by the President
Authority to take all other personnel actions is hereby delegated by the Board to thePresident, who may further delegate such authority, by a Permanent Memorandum, as he deemsto be in the best interests of LSU, provided such actions are taken in accordance with therequirements for form, and reporting set forth in sections D and E of this policy.
D. Form of Letters of Appointment and Similar Agreements
All letters of appointment, contracts of employment, or other written employmentagreements between LSU and any of its employees containing any special provisions notprovided for in written general policy, shall either (i) use only the language prescribed for suchagreements by the President in a standardized template or form (which is encouraged); or (ii) beapproved as to form and legal sufficiency by the System Office of General Counsel prior to beingsigned.
E. Reporting
All personnel actions shall be reported to the President and the Board in a formatprescribed by the President after consultation with the Board.
F. Submission of Actions for Approval by the Board or President
Any submission for approval by the Board or President shall be made in accordance withthe deadlines established in Art. VII, sec. 8.F of the Bylaws. All such submissions shall includethe following information:
1. All sources of compensation;
2. The nature of the appointment;
3. All proposed letters of employment, contracts of employment, or other writtenemployment agreements pertaining to compensation or benefits; and
4. Any additional information required by the President.
G. Emergency Action by President
When circumstances require action on a personnel matter that would otherwise requireapproval of the Board involving faculty or an academic administrator of the rank of ViceChancellor or below and, through no neglect of the campus, the matter cannot timely bepresented to the Board, the President may take such final action. A report of the action, alongwith justification and a description of the circumstances shall be sent to the Board within ten (10)calendar days of the President’s approval.
Louisiana State University & Agricultural and Mechanical College
LSU at Alexandria • LSU at Eunice • University ofNew Orleans • LSU in Shreveport. Hebert Law Center • LSU Agricultural Center
Pennington Biomedical Research Center • LSU Health Sciences Center — New Orleans • LSU Health Sciences Center — Shreveport • LSU Health Care Services Division
-
Office of the President
Louisiana State University System3810 West Lakeshore Drive
225/578-2111
fax 225/578-5524
H. Miscellaneous
1. For purposes of this policy and the Permanent Memorandum to be issued by thePresident, “compensation” includes all income covered on any check issued (orelectronic transmittal) by Louisiana State University for any compensation purposesas well as all income from other sources, including affiliated foundations, paid ascompensation for work done on behalf of LSU or pursuant to the employmentagreement with LSU. This includes any income paid pursuant to any faculty grouppractice plan or program. It does not include royalty, licensing, or other paymentsmade pursuant to LSU’s intellectual property policies.
2. Nothing herein shall be construed to alter, amend, or in any way affect PM-Il or thepolicies and procedures set forth therein, which are required by La. R.S.42:1 123(9)(b).
3. In the event of any conflict between the provisions of this Section 2-5.1 and any otherprovisions of the Regulations of the Board of Supervisors or any PermanentMemorandum, the provisions of this Section 2-5.1 shall control.
4. Nothing herein creates any rights, procedural or substantive, in employees,prospective employees, or other persons.
Louisiana State University & Agricultural and Mechanical College
LSU at Alexandria • LSU at Eunice • University ofNew Orleans • LSU in Shreveport. Hebert Law Center • LSU Agricultural Center
Penningron Biomedical Research Center • LSU Health Sciences Center — New Orleans • LSU Health Sciences Center — Shreveport LSU Health Care Services Division
Baton Rouge, Louisiana 70808
-
Louisiana State University System3810 West Lakeshore Drive
Baton Rouge, Louisiana 70808
Office of the President 225/578-2111
fax 225/578-5524
Provisions of Art. VII, Section 8 of Board Bylaws Applicable to Personnel Matters
D. Significant Board Matters Requiring Approval by the Board
The following matters shall require approval by the Board. No such matter shall beundertaken or approved by or for any campus or the System without prior review by thePresident and appropriate System staff and formal approval by the Board.
***
4. Matters related to personnel:
a. Educational leave and sabbatical leave in excess of three months during anytwelve-month period.
b. Termination of tenured faculty.
c. Head coach and athletic director contracts and amendments thereto, providedthat the President shall have the authority to approve any non-substantialamendments.
d. Conferring emeritus titles and all honorary degrees.
e. Leave without pay for one year or more or special leave with any pay or benefitsfor thirty days or more within any twelve month period.
f. Retrospective compensation of any type.
g. Appointment of and compensation for the President, all chancellors orequivalents, and all positions above that of dean or equivalent.
h. Upon approval by the Board of a uniform personnel policy, the President shallhave authority to approve all actions taken in conformity with such policy, exceptas otherwise provided herein and in that policy. The President shall report allactions taken pursuant to this authority to the Board, not less than semi-annually.Such reports, as well as any reports required by the uniform personnel policyapproved by the Board, shall include, for each position for which presidential (orpresidential-delegated) action was taken, the following information: (i) all sourcesof compensation; (ii) the nature of the appointment; and (iii) all proposedemployment contracts, letters of appointment, and other compensation or specialbenefits-related agreements. Additional reports may be provided for in theapproved uniform personnel policy. Until a uniform personnel policy is approvedby the Board, the existing provisions of Art. VII of the Bylaws relating topersonnel matters (effective Dec. 9, 2005) shall remain in force.
Except as specifically provided in the uniform personnel policy approved by theBoard, Board approval is not required for personnel actions which are governed bythe laws and rules promulgated by the Department of State Civil Service affecting theClassified Service.
Louisiana State University & Agricultural and Mechanical College
LSU at Alexandria • LSU at Eunice University ofNew Orleans • LSU in Shreveport. Hebert Law Center • LSU Agricultural Center
Penninglon Biomedical Research Center • LSU Health Sciences Center — New Orleans • LSU Health Sciences Center — Shreveport • LSU Health Care Services Division
-
Office of the President
Louisiana State University System3810 West Lakeshore Drive
Baton Rouge, Louisiana 70808
225/578-2111
fax 225/578-5524
The President, the Chair, and the Chair-Elect shall review senior System staffcompensation on an annual basis.
F. Deadlines for submission of proposals
***
1. Except as provided below, all proposals for Significant Board Matters shall besubmitted to the System office no less than 30 days prior to the scheduled meetingdate of the Board or Executive Committee at which action is requested. Inexceptional circumstances, which should be rare, the Chair, in consultation with theChair-Elect and the President, may authorize a later submission of a SignificantBoard Matter, but in no event should such submission, including all informationrequired by subsection E, be made less than 5 business days prior to the meeting ofthe Board or Executive Committee, or such other period of time necessary to allowappropriate review, whichever is greater.
2. Except as provided below, all proposals for matters which may be approved by thePresident without Board action shall be submitted to the System office no less than20 days prior to the date by which approval is needed. In exceptional circumstances,the President may, upon written justification, authorize in writing later submission of amatter which may be approved by the President. In exceptional circumstances whena later submission is requested, all information required by subsection E must besubmitted to, and received by, the President at least 3 business days prior to the dateby which approval is needed.
Louisiana State University & Agricultural and Mechanical College
LSU at Alexandria • LSU at Eunice. University ofNew Orleans • LSU in Shreveport. Hebert Law Center • LSU Agricultural Center
Pennington Biomedical Research Center • LSU Health Sciences Center — New Orleans • LSU Health Sciences Center — Shreveport. LSU Health Care Services Division
-
Unc
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ruct
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Thi
ssu
rvey
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past
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tices
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mon
lyus
edby
stat
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enci
esan
dst
ate
inst
itutio
nsof
high
ered
ucat
ion
whe
naw
ardi
ngpa
yin
crea
ses
toun
clas
sifi
edem
ploy
ees.
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seno
teth
atth
isis
not
asu
rvey
rega
rdin
gth
eim
pact
ofcu
rren
tbu
dget
redu
ctio
ns.
We
are
requ
esti
ngin
form
atio
nab
out
the
polic
ies
and
prac
tices
used
inye
ars
WH
EN
pay
incr
ease
sw
ere
bein
gaw
arde
dun
der
norm
alci
rcum
stan
ces.
Ifyo
uha
vean
yqu
estio
nsab
out
this
surv
ey,
plea
seco
ntac
tL
ori
Park
er,
Ass
ista
ntC
omm
issi
oner
for
Bud
get
Ana
lysi
sat
lori
.par
ker@
la.g
ovor
225-
342-
4253
.Pl
ease
retu
rnyo
urco
mpl
eted
surv
ey(s
)to
the
addr
ess
belo
wor
cont
act
Lor
iP
arke
rto
subm
ityo
urin
form
atio
nel
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onic
ally
.T
hank
you.
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iPa
rker
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ssis
tant
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mis
sion
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udge
t Ana
lysi
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ouis
iana
Boa
rdof
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ents
P0
Box
3677
Bat
onR
ouge
,L
A70
821-
3677
CO
NT
AC
TIN
FO
RM
AT
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Nam
e:T
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ithT
itle:
Bud
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Sub
mit
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Lou
isia
naSt
ate
Uni
vers
ity
Phon
e:22
5-57
8-48
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smit
h@ls
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-
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Lou
isia
naS
tate
Uni
vers
ity
Ple
ase
ind
icate
whic
ho
fth
efo
llow
ing
pay
incre
ase
tools
are
used
by
your
org
an
izati
on
tog
rant
pay
incre
ases
toR
EG
UL
AR
,F
UL
L-
TIM
EU
NC
LA
SS
IFIE
DS
TA
FF
,in
clu
din
gfa
cult
y,
medic
al
and
teach
ing
pro
fessio
nals
,etc
.
Nam
eo
fth
eA
gency,
Off
ice,
Univ
ers
ity
Sy
ste
m,
Cam
pu
s,
School
etc
.to
whic
h
this
response
ap
pli
es
(su
bm
itsep
ara
tere
sp
on
ses
ifneeded):
--
-M
inim
um
Maxim
um
Maxim
um
%In
cre
ase
mo
st
Ty
pe
of
Incre
ase
Pro
gra
mU
sed’
%In
cre
ase
%In
cre
ase
Fre
quency
oft
en
aw
ard
ed
in
(Check
all
that
ap
ply
)—
Cate
go
ryof
Sta
ffE
ligib
le2
All
ow
able
3A
llo
wab
le3
All
ow
ab
le4
the
past
5y
ears
5
Meri
tIn
cre
ase
Vari
ab
leIn
cre
ase
based
on
am
ult
i-le
vel
—-
perf
orm
ance
rati
ng
syste
m—
Vari
able
Incre
ase
not
specif
icall
yti
ed
xU
ncla
ssif
ied
0%
15%
(see
An
nu
all
y4%
(See
next
toa
perf
orm
ance
rati
ng
syste
m—
next
page
)pa
gefo
rde
tail
s)S
tep
Incre
ase
Co
st
of
Liv
ing
Incre
ase
Longevit
yIn
cre
ase
Mark
et
Adju
stm
ent
—
Perf
orm
ance
Bo
nu
s—
Oth
er:
An
ym
eth
od
use
dto
incre
ase
the
base
pay
of
anem
plo
yee
for
conti
nued
sati
sfacto
ryp
erf
orm
an
ce
inth
esa
me
job.
(ex
clu
des
incre
ase
sb
ase
don
ev
en
tssu
ch
as
pro
mo
tio
ns,
re-a
ssig
nm
ent
or
statu
schanges,
att
ain
men
tof
hig
her
cre
den
tials
,or
sim
ilar
no
n-r
ecu
rrin
gevents
.)
21f
dif
fere
nt
com
pensa
tion
meth
ods
are
lim
ited
tocert
ain
typ
es
of
staff
,su
ch
aste
nure
d,
manageri
al,
support
staff
,et
c.or
toem
plo
yees
meeti
ng
cert
ain
cri
teri
a,
such
asle
ngth
of
serv
ice,
etc.
ple
ase
ind
icate
that
inth
isco
lum
n.
3Min
imu
mor
Maxim
um
an
em
plo
yee
may
receiv
ew
hen
ev
er
this
part
icu
lar
pay
meth
od
isuse
d.
4Fre
qu
en
cy
wit
hw
hic
han
em
plo
yee
may
be
gra
nte
dan
incre
ase
usi
ng
this
part
icu
lar
pay
meth
od
(e.g
.an
nu
all
y,
bia
nn
uall
y,
etc
.).
5Based
on
all
incre
ase
sactu
all
ygra
nte
dusi
ng
this
pay
meth
od
from
7/1/
05th
rou
gh
6/30
/10,
the
most
co
mm
on
%ch
an
ge
inpay
that
was
gra
nte
d.
-
Unc
lass
ifie
dP
ayIn
crea
seP
ract
ices
Sur
vey
(Con
tinu
ed)
Lou
isia
naS
tate
Uni
vers
ity
Unl
ess
othe
rwis
eno
ted,
LSU
does
not
awar
dac
ross
-the
-boa
rdpa
yin
crea
ses
for
uncl
assi
fied
empl
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s.T
heU
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pay
plan
prog
ram
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war
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vidu
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man
cean
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clud
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iteri
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annu
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man
ceev
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,re
sear
chlp
ubli
cati
ons,
serv
ice
activ
ities
,m
arke
tde
man
ds,
sala
ryco
mpr
essi
on,
equi
tyis
sues
,an
din
stit
utio
nal
prio
ritie
s.A
nyin
divi
dual
rece
ivin
ga
pay
incr
ease
of15
%or
mor
em
ust
bere
view
edan
dap
prov
edby
the
LSU
Sys
tem
Off
ice.
For
the
prev
ious
five
fisc
alye
ars
and
the
curr
ent
year
,th
epa
ypl
anpr
ogra
ms
for
uncl
assi
fied
staf
fw
ere
asfo
llow
s:
•FY
2005
-200
6—
No
pay
plan
impl
emen
ted
•FY
2006
-200
7—
Apa
ypl
anav
erag
ing
5.4%
for
facu
lty
and
4%fo
rpr
ofes
sion
alst
aff
was
impl
emen
ted
rang
ing
from
0%to
23.9
8%.
•FY
2007
-200
8—
Apa
ypl
anav
erag
ing
6%w
asim
plem
ente
dra
ngin
gfr
om0.
63%
to22
.2%
.T
heL
ouis
iana
Leg
isla
ture
appr
opri
ated
fund
sfo
ran
aver
age
5%fa
cult
ypa
yra
ise
(2.5
%ac
ross
-the
-boa
rd)
and
a$1
,500
acro
ss-t
he-b
oard
pay
rais
efo
rth
epr
ofes
sion
alst
aff.
The
Uni
vers
ity
supp
lem
ente
dbo
thap
prop
riat
ions
tobr
ing
the
tota
lav
erag
esa
lary
incr
ease
to6%
.•
FY20
08-2
009
—A
pay
plan
aver
agin
g4%
was
impl
emen
ted
rang
ing
from
0%to
15%
.•
FY20
09-2
010
—N
opa
ypl
anim
plem
ente
d.
FY20
10-2
011
—N
opa
ypl
anim
plem
ente
d
-
Unc
lass
ifie
dP
ayIn
crea
seP
ract
ices
Sur
vey
Inst
ruct
ions
Thi
ssu
rvey
isde
sign
edto
colle
ctin
form
atio
nab
out
the
past
prac
tices
com
mon
lyus
edby
stat
eag
enci
esan
dst
ate
inst
itutio
nsof
high
ered
ucat
ion
whe
naw
ardi
ngpa
yin
crea
ses
toun
clas
sifi
edem
ploy
ees.
Plea
seno
teth
atth
isis
asu
rvey
rega
rdin
gth
eim
pact
ofcu
rren
tbu
dget
redu
ctio
ns.
We
are
requ
esti
ngin
form
atio
nab
out
the
polic
ies
and
prac
tices
used
inye
ars
WH
EN
pay
incr
ease
sw
ere
bein
gaw
arde
dun
der
norm
alci
rcum
stan
ces.
Ifyo
uha
vean
yqu
estio
nsab
out
this
surv
ey,
plea
seco
ntac
tL
ori
Park
er,
Ass
ista
ntC
omm
issi
oner
for
Bud
get
Ana
lysi
sat
lori
.par
ker@
la.g
ovor
225-
342-
4253
.Pl
ease
retu
rnyo
urco
mpl
eted
surv
ey(s
)to
the
addr
ess
belo
wor
cont
act
Lor
iP
arke
rto
subm
ityo
urin
form
atio
nel
ectr
onic
ally
.T
hank
you.
Lor
iPa
rker
,A
ssis
tant
Com
mis
sion
erfo
rB
udge
tA
naly
sis
Lou
isia
naB
oard
ofR
egen
tsP
0B
ox36
77B
aton
Rou
ge,
LA
7082
1-36
77
CO
NT
AC
TIN
FO
RM
AT
ION
Nam
e:Jo
hnA
ntol
ikT
itle:
Chi
efFi
nanc
ial
Off
icer
Age
ncy/
Inst
itut
ion
Sub
mit
ting
For:
LSU
Boa
rdof
Supe
rvis
ors
and
Syst
emO
ffic
e
Phon
e:22
5-57
8-69
53E
-mai
l:
-
Unc
lass
ifie
dP
ayIn
crea
seP
ract
ices
Sur
vey
Ple
ase
ind
icate
whic
hof
the
foll
ow
ing
pay
incre
ase
tools
are
used
by
yo
ur
org
an
izati
on
tog
rant
pay
incre
ases
toR
EG
UL
AR
,F
UL
L-
TIM
EU
NC
LA
SS
IFIE
DS
TA
FF
,in
clu
din
gfa
cult
y,
medic
al
and
teachin
gp
rofe
ssio
nals
,etc
.
Nam
eo
fth
eA
gency,
Off
ice,
Univ
ers
ity
Sy
ste
m,
Cam
pu
s,
School
etc
.to
whic
h
this
response
ap
pli
es
(su
bm
itsep
ara
tere
sp
on
ses
ifn
eed
ed
):
Min
imum
Max
imu
mM
axim
um
%In
cre
ase
mo
st
Type
of
Incre
ase
Pro
gra
mU
sed’
%In
cre
ase
%In
cre
ase
Fre
quency
oft
en
aw
ard
ed
in
(Check
all
that
ap
ply
)—
Cate
go
ryof
Sta
ffE
ligib
le2
All
ow
able
3A
llo
wab
le3
All
ow
ab
le4
the
past
5y
ears
5
Meri
tIn
cre
ase
—-
Vari
able
Incre
ase
based
on
am
ult
i
lev
el
perf
orm
ance
rati
ng
syste
m—
Vari
able
Incre
ase
specif
icall
yti
ed
XU
ncla
ssif
ied/C
lassif
ied
0%15
%A
nn
uall
y4%
toa
perf
orm
ance
rati
ng
syste
m—
Ste
pIn
cre
ase
Co
st
of
Liv
ing
Incre
ase
Longevit
yIn
cre
ase
Mark
et
Adju
stm
ent
—
Perf
orm
ance
Bo
nu
s—
Oth
er:
An
ym
eth
od
use
dto
incre
ase
the
base
pay
of
an
em
plo
yee
for
conti
nued
sati
sfacto
ryp
erf
orm
an
ce
inth
esa
me
job.
(ex
clu
des
incre
ase
sb
ase
do
nevents
such
as
pro
moti
ons,
re-a
ssig
nm
ent
or
statu
schanges,
att
ain
men
tof
hig
her
cre
denti
als
,o
rsi
mil
ar
no
n-r
ecu
rrin
gevents
.)
21f
dif
fere
nt
com
pensa
tion
meth
ods
are
lim
ited
tocert
ain
typ
es
of
staff
,su
ch
aste
nure