SAEM Personnel Action Request
If different from above
Select all that apply
Has the employee received any form of supplemental pay in the last 12 months?
Please share amount, date, duration, and reason(s) for any supplemental pay in the last 12 months.
Definition: An employee serving in an interim appointment should generally receive a temporary adjustment to their base salary rate. The interim rate increase is based on the employee’s experience, expertise and unique skills enabling them to fulfill the essential duties of the interim position. Appropriate for leadership positions at Director level and above; For vacancies expected to be 3 months or longer; 15-20% temporary increase to base salary rate, not to exceed 95% of previous incumbent.
Is this action appropriate?
Temporary/additional compensation adjustments are paid out as an Individual Compensation Plan (or ICP) for non-classified staff or as a Temporary Merit Increase for classified staff.
May not extend beyond 13 pay periods or 6 months.
Additional responsibilities exceed 10% of effort indicated as “Other Duties As Assigned” in the job description.
The total amount of approved temporary increase to base pay not to exceed 20%.
An increase in the volume of core responsibilities or the assumption of additional direct reports alone do not qualify for temporary compensation adjustments.
Recruitment bonuses are intended for critical, hard-to-fill positions, when a gap exists between the desired salary and university approved salary. These must be preapproved by the VPs office and HR prior to offering such a bonus to an employee.
Please explain briefly why you are seeking a recruitment bonus for this position.
Recruitment bonuses require that the employee agree to meet specific benchmarks in order to receive the bonus after six months of employment. Please describe below (in detail) the benchmarks that you will require the employee to meet in order to receive this bonus.
Retention bonuses are extended as a counter offer to a documented offer of employment and salary from an external employer for a critical or difficult-to-fill positions, or from a Boise State position with similar responsibilities. These requests must be preapproved by the VP's office and HR prior to offering them to an employee.
Is this the appropriate action?
Please explain why you are seeking a retention bonus, including information such as the competing salary offer, employer, and any other relevant information.
Because you selected "other" above, please describe the proposed employee action.
Please describe the additional duties that the employee will take on during their interim appointment. These are typically many, but not all of the duties that the previous incumbent was performing, but may also include key pieces of the employee's current position as well.
Performance bonuses are reserved for exceptional, individual efforts on a major initiative, university-wide system or software implementation, or leading division-wide strategic planning or training efforts over a period of six months or greater that are not part of job duties and exceed the 5% other duties as assigned. It is not intended for participation in short-term workgroups or initiatives.
Please describe why you are seeking a performance bonus for this employee. Describe what the employee has done, for how long, and what the outcomes (anticipated or actual) are for this work.
Please specify the PCN, if known.
Check the box if this is a temporary position
How do you plan to fund this action?
What is the urgency of this request?
Attach optional supporting documents