An Exception 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 Placement is based on hiring criteria which may include: exceptional qualifications of the selected candidate, lack of other qualified candidates, or equity and alignment with placements of similar staff within the unit.

Requesting Exception Placements
Exception Placements can be requested for all steps in grades 71-79 and through step 28 in grades 80-84. Any request 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. 

Supplemental Pay is compensation provided to an employee in addition to their base job earnings. There are four (4) types of supplemental pay.

---

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. 

---

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.

---

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.

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. 

In-Grade Criteria to Consider
In-Grades are used to compensate an employee for sustained outstanding performance or for supporting an employee through professional career growth. In-Grades can also be used for retention purposes. 

Requesting a 5% (5-step) In-Grade
To request an In-Grade Salary Adjustment, complete and submit a signed supporting memo to ua-compensation@alaska.edu. Supervisors are limited to requesting up to a 5% (5-step) increase for an employee every 12 months. 

Requesting Beyond a 5% (5-step) In-Grade
To request an In-Grade beyond 5% (5-step), complete and submit a signed supporting memo to ua-compensation@alaska.edu. This memo must be routed for approval through the appropriate Chancellor before UA Compensation approval.

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
Out-of-Class Pay may be granted when additional duties are technically advanced; require substantially more discretion, authority or accountability; or otherwise require the employee to utilize clearly higher level skills and abilities not required within the scope of their current position description.

Applicable Increases
Out-of-Class compensation can 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 of an Out-of-Class payment is requested beyond the initial 90-days, 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. 

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
During an Acting Appointment, the employee is no longer performing present job duties. In cases where the majority of the employee’s current duties are still being accomplished, and only additional responsibilities from the higher level position are being assigned, the Out-of-Class Pay process is more appropriate.

10% (10-step) Increase
The employee will advance to the minimum step of the grade established for the Acting Appointment position or to the closest step within the grade that does not exceed a 10% (10-step) increase, whichever is greater. The pay increase will remain in effect until the end of the Acting Appointment. 

Not Longer than One Year
Acting Appointments should not exceed 1-year. Extensions must be requested to UA Compensation for approval. After the Acting Appointment ends, the employee will return to their former position with their former salary. 

Requesting Acting Appointment
To request an Acting Appointment, the Position Description for the position must be accurate and the acting employee must be moved from their current Position Description to the new Position Description - similar to a new hire process. A supporting memo must be provided when generating the Offer Card in myUA. 

A permanent Position Change may result in a change of employee salary. There are four (4) types of Position Changes.

---

Lateral Transfer 
A Lateral Transfer occurs when an employee is moving from one position to another position within the same grade with no break in service.

Competitive Lateral
A Competitive Lateral occurs when the employee goes through recruitment and is selected for the position. In these cases, if the employee’s current salary is below step 14 in their grade, their salary may advance to step 14 within the same grade subject to approval by UA Compensation and the appropriate Chancellor or President. The advancement to step 14 should be based on criteria including exceptional employee qualifications, lack of other qualified candidates, or equity and alignment within the unit.

Non-Competitive Lateral
A Non-Competitive Lateral occurs when an employee does not go through recruitment but is direct appointed into the position. In these cases, the employee’s salary will remain at their current step and grade (geographic differential may apply).

Requesting a Lateral Transfer
Lateral transfers are completed in myUA through the standard recruitment process. All supporting documentation should be uploaded and provided with the offer card in myUA. 

---

Promotion
A Promotion occurs when an employee or an employee’s position is moved from one grade to a higher grade. 

Competitive Promotion
A Competitive Promotion occurs when the employee goes through recruitment as is selected for the position. In these cases, the employee may be eligible for a 10% (10-step) increase. No increase will occur if the employee’s current salary exceeds the last step of the new grade.

Non-Competitive Promotion
A Non-Competitive Promotion occurs when an employee does not go through recruitment but is directly appointed into the position. In these cases, an employee may be eligible for a 5% (5-steps) increase. No increase will occur if the employee’s current salary exceeds the last step of the new grade.

Requesting a Promotion Transfer 
Promotions are completed through myUA through the standard recruitment process. All supporting documentation should be uploaded and provided with the offer card in myUA. If an incumbent is direct appointed as part of a career development plan, please refer to the reclassification process listed below.  

---

Demotion
A Demotion occurs when there is a reduction in job duties that involves moving an employee or position in one grade to a lower grade. 

Voluntary Demotion
A Voluntary Demotion must be agreed upon by the employee and department. In these cases, there will be no increases
to salary. If an employee's salary falls between steps in the lower grade, the salary will be adjusted to the next highest
step. If the employee's salary exceeds the top step of the new range, their salary may be frozen and the employee
placed at step 0.

Non-Voluntary Demotion
A Non-Voluntary Demotion is based on an employee’s inability to perform their current job duties. This type of Demotion will result in a salary decrease. Placement in the new grade will be at the step which is closest to, but does not exceed, a 10% (10-steps) decrease or at the maximum step of the new grade - whichever decrease is greater.

Requesting a Demotion Transfer

Demotions are completed through myUA through the standard recruitment process. All supporting documentation should be uploaded and provided with the offer card in myUA. 

---

Reclassification
A Reclassification occurs when a position is moved to either a higher or lower grade, depending on duties of the Reclassified position. Please review the reclassification page for more details. 

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.

The University of Alaska system does not provide compensatory  time (comp time) for any position.

Definition of Compensatory Time
As defined by the Department of Labor, compensatory time is, "Paid time off the job that is earned and accrued by an employee instead of immediate cash payment for working overtime hours." UA does not provide compensatory time off for any position.

Flexible Working Schedule - An Alternative to Compensatory Time
The university does provide flexible working schedules, pending supervisor approval, for employees who may need to work outside regular business hours in a temporary capacity.

Working Over 40 Hours Per Week
Non-exempt employees who work over 40 hours per week must be paid overtime. Overtime is calculated by the number of hours worked in a week, rather than a day. Exempt employees are not subject to overtime and can flex their schedule if the hours worked in a week (Sunday - Saturday) exceed 40 hours. Exempt employees who need to flex their schedule must do so in the week in which the overtime occurs. It cannot be "banked" and take in subsequent weeks.