University leadership has approved a $4.1 million salary pool for discretionary merit-based pay increases for employees (staff, tenured/tenure-track faculty and participating/non-tenure-track faculty) in fiscal year 2025-26. Merit increases are effective July 1.
Merit-based salary increases are given to high-performing employees and vary by individual and position. University Leadership Council members have discretion in allocating their respective salary pools by unit, based on annual performance reviews.
In addition to the merit pool, as an additional investment in compensation as outlined in the Marquette 2031 strategic plan, Guided by Mission, Inspired to Change, the Executive Leadership Team has also approved a $1 million pool for market adjustments to staff, tenured/tenure-track faculty and participating/NTT faculty salaries.
Each University Leadership Council member will have discretion in how to allocate market adjustments to select, eligible employees. Priority will be given to those who are 1) low in their salary range relative to job performance, experience, and competence, and 2) whose roles are of strategic importance to their college or unit’s objectives, and for which there are external labor market challenges in recruiting and retaining talent.
Consistent with compensation guidelines, the following are not eligible for market adjustments:
- Employees whose salary/hourly rate is over the maximum of their salary range
- Employees funded by non-operational dollars (e.g., grant, endowment, etc.)
- Employees covered by collective bargaining agreements
- Employees on active performance warnings
Additionally, the university is investing in market adjustments for select staff and NTT faculty. This $800,000 investment includes recently distributed staff market adjustments and an additional amount for select NTT faculty. This is in addition to more than $3.3 million invested in improving tenured/tenure-track faculty compensation over the past few years.
Our staff and faculty are central to our mission, and university leaders will continue to prioritize investing in our people for their remarkable contributions to advancing the university’s academic and Catholic, Jesuit missions.
Total Rewards program
In addition to merit-based increases, the university has a robust Total Rewards program, which includes five areas: health and wellbeing; compensation and financial security; development and growth; family and work-life flexibility; and campus life.
The university contributes 8% of salary to a TIAA 403(b) retirement account for qualified employees who voluntarily contribute 5% of their gross salary to the account.
Performance review and merit timeline:
- May 12 – 23: Merit documents sent to budget liaisons and ULC leaders. Leaders should use performance management documentation to inform merit decisions.
- May 19 – June 6: Supervisors conduct performance review meetings, submit written reviews to employees. Reviews completed, signed, and sent to HR by June 6.
- May 27 – June 3: ULC leaders review merit awards.
- June 19 – 27: Once the Budget Office has communicated that the review of merit increases has been completed and approved, supervisors may communicate merit awards to employees.
- July 1: Merit increases applied.
