SUNY University-Wide Human Resources Manual
Professional Employee Salary Guidelines

Following the Management Advisory Classification and Compensation Committee's (MACCC's) recommendations in 1987, the following administrative guidelines for the professional salary structure were adopted:
    1. The salary of a newly hired professional is within campus discretion for any salary between the minimum and the maximum of the appropriate grade.
    2. Promotion is defined as a permanent and significant increase in duties accompanied by a change in title, grade, and salary.
    3. Salary adjustments after initial appointment are within campus discretion for any salary between the minimum and the maximum of the appropriate grade. [This statement in the MACCC recommendations is now void: "No discretionary salary increase shall result in a basic annual salary in excess of the grade maximum except that for 1987-1988 only all professional employees shall be eligible for a discretionary increase"]. Changes have occurred since the original MACCC recommendations that now allow salaries to exceed the maximum for grade. Campus Presidents have authority to approve over-the-maximum salary adjustments for employees in the SUNY Professional Service Negotiating Unit. Over-the maximum salaries must be reported to the Office of University-Wide Human Resources and entered into the Position Management System of the Human Resources Management System (HRMS) so that the over-the-maximum "at not to exceed" (ANTE) will appear on the Schedule of Positions (SOP). Thereafter, for as long as the ANTE for a position/incumbent continues to exceed the maximum, campuses must remember to maintain the ANTE anytime across-the-board or discretionary raises result in the system-wide adjustment of the ANTE for all positions.
    4. A professional employee who is promoted must receive a salary increase and must receive an annual salary rate that is at least equal to the minimum salary for the new grade.
    5. A professional employee, who is over the maximum for his or her assigned salary level, is eligible to receive a bonus payment, not added to basic annual salary, where justified by the campus for recognition of performance. [2003 note: never implemented - see note in number 3 above].
    6. When a professional employee is assigned to a lower graded position, either voluntarily or involuntarily, the annual salary will be reconstructed as if the person had continuously served in the lower graded position.
    7. The professional employee salary structure is converted to an academic/college year rate by dividing the calendar year salary by 1.2 and rounding to the next higher whole dollar.
    8. SUNY will review the professional employee salary structure annually. MACCC will recommend changes, as appropriate, to the SUNY Board of Trustees.

References:

MACCC (Management Advisory Committee on Classification and Compensation) recommendations for implementation of the Arthur Young Study (1987)

Provost Burke (1987) Memorandum to Presidents about the implementation of the Arthur Young Study of the Classification and Compensation System for SUNY Professional Employees