Special Updates

Merit Increases for FY2009

The FY2009 Operating Budget merit increase pool has been set at 4% above the FY2008 departmental salary and wage base. Consequently, using 4% as the average increase for staff employees, salary increases should be allocated on the basis of relative performance quality. (Managers should complete performance appraisal forms* for each of their full-time staff employees and forward them to Eileen Holmes in the Human Resources department no later than July 28, 2008.) Pay rates for union eligible employees will be increased by 4%.

Employees whose salaries equal or exceed current range maximums may not receive more than 4% regardless of the departmental average. (If applicable, a list has been sent to the head of each Division.) There are no provisions for exceptions to this rule. Increases of 10% or more on salaries of $50,000 or more must be approved by the Chancellor and increases of 10% or more on salaries of less than $50,000 must be approved by the Provost or the appropriate Vice Chancellor.

The effective date of pay increases will be August 24, 2008 for bi-weekly employees (including union-eligible employees) and September 1, 2008 for monthly employees.

The ASIA (Annual Salary Increase Application) system will again be used to submit increases this year. With ASIA, PAF turnaround forms will not be required for salary increases and earnings distribution changes. Training sessions on ASIA for Fiscal Officers and department staff who will be entering salary increases into ASIA will be held on July 9th and July 16th at 9:00 a.m. and 1:00 p.m. in room 107 SCB (South Computer Building). All training sessions will cover the same material. Notices concerning the training are being sent to appropriate processing personnel.

Questions about the processing of increases or ASIA training may be directed to Errol Benson at ext. 5803. Questions concerning the amount of an increase may be directed to Sylvia Poe at ext. 5258 or Erik Smetana at ext. 5381.

Thank you for your cooperation.

*Performance appraisal forms, along with instructions, are available for managers by clicking here. Self-appraisal information is available by clicking here. The following procedure may be helpful in equitably distributing the merit increase pool among your staff: Divide the average numerical rating for all departmental employees into 4 and multiply the quotient by each employee's overall rating to determine that employee's percentage increase.
6/11/08

*********

Clarification of HR 217

In light of the January 30, 2008, University announcement of changes to HR 217 Suspension of Classes/Operations, it is important to note that Vice Chancellor Krueger and I have discussed this revision on a number of occasions with Blake Danuser, Interim Vice President of Human Resources for the University of Missouri. It is clear from those discussions that the announced Pay Procedures section of the policy gives the Chancellor discretion to determine pay procedures for campus staff when the campus must close to ensure the safety of students and employees and to prepare the campus so that classes may be resumed in a safe manner. Exercising that discretion, Chancellor George has decided to continue UM – St. Louis’ current practice of paying staff who ordinarily would have been scheduled to work but are unable to do so because the campus is closed. It is also important to remind staff that, with supervisory approval, they may take vacation or personal time (or time off without pay if they do not have vacation or personal time available to use) even when the campus remains open during a severe weather or other emergency situation which might cause them to have a reasonable concern for their safety.

Information about paying staff employees who are required to work when the campus is closed as well as other information about campus closings is available here.

Peter Heithaus
Director of Human Resources
1/31/08

*********

New Form I-9

The U.S. Department of Homeland Security has revised the Form I-9. The I-9 is used to verify the identity and work eligibility of all new employees (including U.S. citizens) at the time they are hired. Departments must begin to use the new Employment Eligibility Verification Form I-9 starting December 26, 2007.

The new Form I-9 has a revision date of June 5, 2007 and is available by clicking here.

Minimum Wage Increase

The Missouri Department of Labor and Industrial Relations will raise the minimum wage from $6.50 to $6.65 per hour effective January 1, 2008. The University will centrally process the increase for those affected employees. The raise will be reflected in the applicable employees pay on pay date January 23, 2008. Pease keep in mind that hires after January 1, 2008 must meet the new minimum of $6.65 per hour.

If you have questions about the new I-9 or the increase of the Minimum Wage, please contact Errol Benson, Payroll Manager, at 516-5803.
12/13/07

*********

New Criminal Background Check/Hiring Process

Effective immediately, the University of Missouri will implement a new Criminal Background Check (CBC) system. All faculty and staff new hires (full-time, part-time and temporaries) will be subject to this background check. No person may begin employment as a staff member with UM-St. Louis until Human Resources is in receipt of a completed CBC. For faculty positions, contact Academic Affairs.

This overview describes how the CBC will be incorporated into the hiring process:

After posting a position, a Fair Credit Reporting Act (FCRA) Summary of Rights and Background Check Authorization/Disclosure form will be sent to the hiring manager in an email together with the applications and other forms.
The hiring manager will send the contingent offer letter together with the FCRA Summary of Rights and Background Check Authorization/Disclosure form to the candidate.
Once the form is returned, HR (for staff) or Academic Affairs (for faculty) submits the CBC request to Validity Screening Solutions. It is returned within 24-72 hours.
If there is a questionable report, the candidate receives a “Pre-Adverse Action Letter.” The Provost (for faculty) or the Director of HR (for staff) makes the decision as to whether or not the candidate’s background will prevent him or her from working for the University.
If the candidate is turned down (i.e., the offer is rescinded) based on the CBC, he or she receives an “Adverse Action Letter” notifying him or her of his or her right to appeal the report.
Validity Screening Solutions completes the reinvestigation within 30 days and notifies the candidate about the findings within five (5) days. (UM-St. Louis may hire another candidate during the reinvestigation process.)

The CBC services are being provided by Validity Screening Solutions in Kansas City, MO. The charge for each criminal background check is $42.00. In its first year, costs will be covered by UM System. A decision has not been made as to how these charges will be handled in subsequent years.

Hiring managers: go to this page for an overview of the entire hiring process.
9/11/07