Compensation Increase Eligibility Policy HR 26-001

Policy Number: HR 26-001 

Effective Date: 2/27/26 

Last Revised/Approved Date: 2/27/26 

Approved By:  President  
 

Responsible Office/Unit: Human Resources 
 

Public / Private: Private / Internal (Published on the Employee Portal and communicated to all employees) 

Responsible Office / Unit: Human Resources / Finance 

1. Purpose 

The purpose of this policy is to establish clear eligibility requirements for compensation increases to ensure accountability, compliance with institutional expectations, and alignment with Life University’s performance culture and operational standards. 

2. Scope 

This policy applies to all staff and administrators of Life University. Faculty compensation processes are governed by separate academic affairs policies unless otherwise specified. 

3. Policy Statement 

Life University compensation increases are subject to annual approval by the Board of Trustees and are contingent upon institutional financial capacity. 

4. Definitions 

Board-Approved Increase: 
The standard compensation adjustment authorized annually by the Board of Trustees, subject to funding availability. 

Below-Standard Performance Rating: 
A rating indicating that the employee is not meeting established job expectations. 

Compliance Training: 
Any required institutional training related to legal, regulatory, or operational requirements. 

Eligible Employee: 
An employee who meets performance, compliance, and employment status requirements at the time of implementation. 

5. Procedures 

Although increases may be approved by the Board, individual employee increases may be delayed or denied if any of the following conditions exist: 

• Required compliance training has not been completed by the established deadline. 

• The employee receives a below-standard performance evaluation rating. 

• The employee is on an active corrective action plan related to performance or conduct. 

Performance evaluation results will also be considered in determining eligibility for increases above the Board-approved standard amount, when budget permits. 

Employees receiving below-standard ratings are not eligible for compensation increases. 

Nothing in this policy guarantees a compensation increase. All increases remain subject to budget availability and final administrative approval. 

Process 

1. Human Resources will communicate the annual performance review and compensation increase timeline. 

2. Employees must complete all required compliance training and performance evaluations by published deadlines. 

3. Supervisors will complete evaluations and submit ratings through the University’s designated system. 

4. Human Resources will verify: 

• Training completion 

• Performance ratings 

• Employment status 

5. Employees who fail to meet eligibility requirements may have increases delayed or denied until requirements are satisfied, or permanently denied for the applicable cycle. 

6. Increases above the Board-approved standard amount may be considered based on performance and budget availability. 

Responsibilities 

Employees (Staff and Faculty) 

Employees are responsible for: 

• Completing all required compliance training by published deadlines. 

• Participating in the annual performance review process. 

• Maintaining performance at or above established standards. 

Supervisors/Managers 

Supervisors and managers are responsible for: 

• Completing performance evaluations in the University’s designated system. 

• Communicating expectations and ratings to employees. 

• Partnering with Human Resources on eligibility determinations. 

Human Resources Human Resources is responsible for: 

• Administering this policy. 

• Verifying compliance training completion and performance ratings. 

• Coordinating implementation of approved compensation increases. 

• Maintaining documentation related to eligibility determinations. 

6. Related Policies and References 

• Required Compliance Training Policy 

• Performance Review Policy 

• Progressive Discipline Policy 

• Life University Employee Handbook 

7. Review Cycle 

This policy will be reviewed annually by Human Resources or more frequently as necessary. 

8. Contact Information 

Office of Human Resources 
Life University