Judy:

The way it worked at my old institution (Stanford) was that the University
determines what the max percentage would be, say 3.5%.  Then each
department would take the salaries of all exempt personnel and increase
them by 3.5% and that would be the "pool" of funds they have to distribute
to those personnel.  The same thing would apply to faculty and staff though
the faculty percentage might be a bit more.  The University does not
differentiate
between regular department staff and research staff and they are all
included
in the pool together.

The pool of funds is then distributed over the personnel in the department
as
part of the salary setting process.  Some individuals may get a 5% increase
while others get 1.5% as long as the department does not go over the 3.5%
pool.

One way we would get increases for research assistants was to promote them
from say a LSRA I to a LSRA II however the PI would need to write the
recommendation.

Hope this helps.

Cheers,

Hal Gollos
******************************************
Harold M. Gollos
Director, Research Development
Pacific Graduate School of Psychology
940 East Meadow Drive
Palo Alto, CA  94303

Phone: 650-843-3407
Fax:     650-493-6147
email: xxxxxx@pgsp.edu
******************************************

> ----------
> From:         Judy Wilks
> Reply To:     Research Administration Discussion List
> Sent:         Tuesday, January 12, 1999 9:34 AM
> To:   xxxxxx@hrinet.org
> Subject:      Policy on Salaries Paid from Grant Funds
>
> Dear Colleagues:
>
> Currently, salary raises for individuals paid from grants follow
> university
> guidelines in terms of the available pool.  Therefore, even if a higher
> salary was budgeted in a grant, the raise does not exceed the university
> pool unless the job description is changed.   Does your institution follow
> a
> institution wide policy in this regard or are investigators given more
> leeway about salary levels from their extramural funding.   Our
> researchers argue that in order to remain competitive, they have to be
> able
> to offer competitive salaries to retain experienced workers. Further,
> since
> there is less job security on soft money, these positions should have some
> incentive such as larger increases.  I look forward to your response.
>
>
> Judy Wilks/Tulane University
> *******************************************************
> Judy Wilks
> Tulane University
> Office of Research
> (504) 865-5272
> fax (504) 862-8674
>
>
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> ===
>

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