RCUH Pay Guidelines for FY 2011-2012


            All Principal Investigators & Fiscal Officers

RCUH Project Administrators


FROM:             Nelson Sakamoto

RCUH Director of Human Resources

SUBJECT:         RCUH Pay Guidelines for FY 2011-2012 & Performance Evaluation Training


For budgetary and planning purposes, this memo is being provided to you in advance, to inform you of the RCUH Pay Increase Guidelines for FY 2011-2012. 


Additional Requirement – Concurrence from Dean/Director:  Principal Investigators may need to provide salary adjustments to employees who have performed well and contributed to the project’s success, or to ensure retention of key employees. Unlike previous guidelines, this year’s guidelines will require Principal Investigators to obtain concurrence from his/her respective Deans or Directors, then Fiscal Officers before submitting any salary adjustments to the RCUH.  The RCUH will require a cover memo signed by your respective Deans and Directors attesting his/her concurrence of your proposed salary adjustments. Therefore, pay adjustments are contingent upon availability of funds and only with support and concurrence of your respective Dean/Director.


General Pay Adjustment (Lump Sum/One-Time Payment):  Principal Investigators may provide salary adjustments to employees performing at least at a Satisfactory level to ensure retention, equity or other compelling justifications.  Principal Investigators may provide eligible employees with a one-time payment (e.g., lump sum) General Adjustment of up to 3.5%, contingent upon sufficient funding and appropriate justification.  If a PI decides to provide a one-time General Adjustment, he/she must provide the same adjustment to all other eligible employees working for that project.


Merit Increase Adjustment (Lump Sum/One-Time Payment):  Principal Investigators may decide to provide “only Merit Increase adjustments” instead of providing “General Increases”.  Principal Investigators may provide a Merit Increase to employees whose performance has been consistently at a Commendable or Distinguished level and has made significant contributions to the project.  Principal Investigators may provide a one-time payment (e.g., lump sum) of up to 5% to eligible employees.

Effective Date

General Adjustment

(based on Satisfactory performance and required due to retention, equity or other compelling reasons)

Merit Increase Adjustment

(Only for sustained performance at a Commendable or Distinguished level)


One-time payment of up to 3.5%

of base salary

One-time payment of up to 5% of base salary


* Pay Adjustments are subject to approval of the Principal Investigator and Fiscal Officer.  Employees must also meet established eligibility requirements to qualify for the pay adjustments.


July 1, 2011 Effective Date for General/Merit Increase:  Memos, Annual Performance Evaluations & Personnel Action Forms (PAFs) due into the RCUH Human Resources office no later than June 15, 2011.


Pay Adjustment & Annual Performance Evaluation Training to be announced on the RCUH Website Current News.  We plan to conduct two training session on Oahu, Big Island and Maui and one training session on Kauai.   In addition more information relating to Annual Performance Evaluations will be announced on the RCUH website’s “Current News” (www.rcuh.com).