The Daily Bulletin

During negotiations for the 2016–2022 State/UUP Agreement, the parties agreed to develop guidelines and a methodology for a salary equity study to be conducted at each campus. The purpose of such study is to identify compression and inversion for UUP-represented employees. Salary inversion may exist when new employees are hired at salaries higher than experienced employees; compression may exist when salaries of experienced employees fail to maintain distance above salaries of new employees.

A State/SUNY/UUP executive-level committee has developed guidelines and a methodology to analyze and identify the extent of salary compression and inversion, and the adopted guidelines and methodology have been utilized at Buffalo State College. 

In addition to the 0.5 percent that was established to provide for discretionary, merit-based salary increases (awardees were notified November 12, and appeals were notified November 27), the agreement between the State and UUP also includes using 0.5 percent of the DSI to address identified compression and inversion. I have reviewed the results of the analysis, and considered them in making decisions regarding distributing discretionary salary increases. In following the negotiated guidelines, and in an effort to be transparent, a summary of specific considerations made in the distribution of the 0.5 percent dedicated to addressing identified compression and inversion (PDF, 111 KB) is provided.

Employees who will receive salary increases based on the salary compression and inversion analysis will be notified via their campus e-mail addresses by December 5, 2019. Increases for both the 0.5 percent discretionary, merit-based awards and the 0.5 percent based on the compression analysis will appear in paychecks dated December 24, 2019. The increases will be retroactive to July 1, 2019, for professional employees and employees with 12-month obligations, and September 1, 2019, for employees with academic year obligations.

In accordance with SUNY guidelines, employees who receive salary compression/inversion adjustments were not disqualified from consideration for increases from the 0.5 percent discretionary, merit-based pool. Conversely, receipt of a discretionary increase does not disqualify employees from eligibility for compression adjustments.

If anyone should have any specific issues or concerns regarding the analysis completed at Buffalo State, please contact Human Resource Management.