Special Pay Increases


Special pay increases (SPIs) offer supervisors a way to raise an employee’s salary without altering their job classification. SPIs serve various purposes and are granted under specific circumstances. Note that employees under a collective bargaining agreement (CBA) will be compensated according to their respective CBA.

TEAMS Special Pay Increase Form

Reasons for SPIs

  • Additional Duties: Permanent or temporary salary increase due to increased job responsibilities, including new tasks or higher workloads.
  • Internal or External Market Equity: Salary adjustment to address internal equity, external labor market considerations, or salary compression issues. For groups of 15 or more requesting Market Equity increases, submit a memo detailing reasons and benchmarks, signed by appropriate leadership, along with the required worksheet.
  • Counter Offer: Salary increase offered in response to a job offer.
  • Sustained Superior Performance (Recurring): Recurring salary increase recognizing exceptional performance in regular duties over time.
  • Superior Performance (Nonrecurring): One-time increase recognizing outstanding performance in a special project or task, subject to certain conditions.

Processing SPIs

SPIs can be recurring or one-time increases based on the request’s nature. Generally, equity, additional duties, and counter offer SPIs should be recurring. Superior performance SPIs may be recurring or one-time.

Nonrecurring vs. Recurring Superior Performance

Nonrecurring superior performance payments are for extraordinary efforts in special projects or assignments that significantly contribute to the University. They should not be used for ongoing duties or non-exempt overtime compensation.

  • Examples of valid nonrecurring SPIs:
    • Projects advancing department, division, college, or University objectives.
    • Contributions significantly impacting objectives, deliverables, or timelines.
    • Efforts during critical department needs.
    • Innovations improving efficiency, workflow, or service.
  • Invalid nonrecurring SPIs:
    • Excellent performance in regular duties (consider recurring SPIs).
    • Insignificant impact on major projects or assignments.
    • One-time non-exempt work.

Guidelines for Pay Increases

Consider employee skills, experience, performance, and internal compensation parity when determining salary changes. Avoid creating equity or compression issues; seek Classification and Compensation assistance if needed.

Processing an SPI

Find detailed guidance on processing SPIs in myUFL at the Job and Position Action Toolkits.

Note: One-time payments for superior performance may not be allowed on specific funding sources (e.g., codes starting with 201 or 209). Verify with Grant Accounting before approving such payments.