Counter-Offer Off-Cycle Salary Increase Request

Please Read Before Completing Form:

The university is committed to retaining its faculty through appropriate salary support as well as other resources. Ongoing assessment of salaries through the annual merit compensation process (AMCP), including analysis of equity and market issues, is critical to faculty retention and helping to forestall faculty seeking offers from other institutions in order to gain a salary adjustment.

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This is your Internal College Contact or Administrator (i.e. Unit HR, Unit Faculty Affairs, Unit Fiscal, etc.)



Please contact your Unit Point of Contact with any questions regarding internal unit process

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If multiple appointments, include faculty position only

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OAA will provide 50% of the proposed salary increase up to $15K per year for 3 years in cash. OAA does not provide funding for annual merit (AMCP) increases or benefits. Please input $0 if no OAA funds are requested. Additional information is available in the Faculty Compensation Policy. This funding is contingent upon availability of central funds and is not guaranteed. (Note: OAA funding support only applies to Counter-Offers)

Counter-Offer

In general, such retention efforts should be reserved for faculty members who have a documented offer from a peer institution, though this is not required.

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Upload Checklist:


  • Signed Offer letter from Peer Institution
  • Evidence as to why this is a Peer institution
  • Copy (i.e. email PDF, Word document, etc.) of College-level approvals as required by the internal college process (please contact your unit Faculty Affairs point of contact with any questions about internal approvals)
  • List of faculty with salaries in your unit at comparable rank and years of service
Drag and drop files here or

When approval is given for immediate salary increase, the unit must cover the cost from its own funds


Salary increases associated with counteroffers will normally be effective at the beginning of the next appointment year

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Describe why this is a peer institution and/or program in the field (attach comparison data to support):

Describe impacts to the unit if this faculty member is not retained:

Equity/Market Increase Request

Equity and market increases are normally provided at the beginning of an individual’s next appointment year and are funded out of regular raise money unless an exception has been granted by OAA.

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Is this request the result of a Faculty Salary Equity Appeals Process?

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Provide detailed explanation demonstrating an inequity and/or substantial deviation from market salary exists:

Describe need for exception to increase salary prior to the faculty member’s next appointment year:

Retroactive salary increases are not permitted

Salary Increase > 10%

Salary adjustments are to be made at the beginning of each faculty member’s annual appointment year except in unusual circumstances.

Justification for proposed increase of >10%, including relevant performance, equity and/or market data:

Additional Compensation

Additional compensation is for temporary work clearly beyond the faculty member’s normal assignments. The amount needs to be appropriate to the allocation of time necessary to complete the extra assignment. Additional compensation may not exceed 20% of the base salary per fiscal year. Additional compensation that exceeds 20% of base salary is rare, must be justified and approval granted by OAA. The additional assignment is to be nonrecurring and clearly limited in time and scope.

Provide a brief description of duties assigned beyond the faculty member’s current regular assignments:

Percentage of base salary for the additional compensation:

Start Date - End Date

Not to exceed one business day per week

Describe formal plan for monitoring faculty time commitment and performance of regular duties

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Provide a summary of market rates for such activity necessitating exceeding the cap of 20%

Off-Cycle Request

All other off-cycle increase requests that do not fall into one of the categories above

Including reason for not adjusting salary at the beginning of the faculty member’s appointment year

Or designated approver based on college procedures

If You Need Support

Please contact Sarah Conley (conley.424@osu.edu)