The total compensation a University employee receives is comprised of two major parts: a monthly salary and employee benefits. The monthly salary is determined by University policies and negotiated collective bargaining agreements. In addition to a monthly salary, faculty and staff of the University of Hawaiʻi are eligible for a broad range of valuable benefits, including comprehensive health plans, life insurance, retirement plan, paid and unpaid leaves, paid holidays and benefits unique to University employees.

Employees are paid on the 5th and 20th of each month.

  • If the 5th or 20th falls on a weekend or holiday, employees shall be paid on the business day prior to the weekend or holiday.
  • Direct deposit of the pay check is required by State of Hawaiʻi Law (Section 40-53, Salary and Pension Payments, Hawai‘i Revised Statutes).
  • Faculty and lecturers, and employees hired prior to July 1, 1998, are paid 5 days after the pay period ends. For example, faculty will be paid on August 20th for work performed August 1 through August 15 (known as “5-day lag” pay).
  • Employees hired on or after July 1, 1998 are paid 1 pay period plus 5 days after the work has been performed. For example, staff will be paid on September 5th for work performed August 1 through August 15 (known as “after-the-fact” pay).

The salary schedules used by the University of Hawaiʻi employees are approved by the University President or negotiated with the exclusive representatives. For example, the Executive/Managerial (EM) salary schedules are approved by the University President, and the Administrative, Professional and Technical (APT) and civil service salary schedules are negotiated with the exclusive representatives.

Since 2003, faculty have not utilized salary schedules. Faculty, however, have annual minimum salaries that are negotiated with the exclusive representative and have faculty salary thresholds that are approved by the University President.

Salary schedules are either for 9-month or 11-month employees. 9-month employees work according to the academic calendar and are on-duty for 9 consecutive months. 11-month employees work year-round.

Compensation adjustments may be authorized for University employees when appropriate, justified, and funding is available.

APT employees may be recognized for performing more complex assignments that reflect the same band, for increased competencies, for exceptional performance, etc. The following mechanisms have been established to provide supervisors the ability to provide additional compensation to APT employees when justified, funded and authorized by the approving authority. Learn more about the different mechanisms in the Summary of APT Compensation Adjustment Types (UH Login required).

  • Equity – to correct a salary inequity situation of APT employees in similar or comparable positions of the same or similar career group, same or lower band and same specialization with similar duties and responsibilities, and filled by employees that possess similar experiences and qualifications
  • In-Grade Adjustment for growth in job – to recognize an employee’s new assignment of work that is significant but continues to reflect the same band
  • In-Grade Adjustment for increased competencies – to recognize a significant increase in an employee’s competencies (skills, knowledge and abilities)
  • Performance Award – to recognize an employee’s exceptional performance during the past evaluation period. Employees that receive an overall “Exceptional” performance rating may be eligible for a one-time lump-sum performance bonus.
  • Rebanding – to recognize an employee’s new assignment of work that represents a change in position concept (character and complexity of work have increased in terms of nature, variety and difficulty) and now reflects a higher band
  • Retention – to retain a highly skilled APT employee that received a bona fide job offer from a non-UH employer
  • Temporary Assignment – to temporarily assign an employee to perform another position’s work that is still required and the employee is capable of performing

Civil service employees may be eligible for additional compensation:

  • Reallocation – to recognize the change in duties and responsibilities assigned to a position that moves the position from one class to another class; employee shall receive additional compensation if position is assigned to a class with a higher pay range
  • Step Movement – in accordance with the respective collective bargaining agreement, an employee at a step below the maximum step of the pay range may be eligible for a step movement on the step movement date; requires employee to complete the minimum number of years of satisfactory creditable service
  • Temporary Assignment – to temporarily assign an employee to perform another position’s work that is still required and the employee is capable of performing

To ensure that EM salaries are competitive, salary adjustments may be granted based on merit and subject to availability of Board-authorized funds.

Faculty may be eligible for special salary adjustments or bonus payments for merit, equity, market and/or retention. See Reference 17, Memorandum of Understanding on the Procedures for Special Salary Adjustments and Bonus Payments in the BU7 agreement for more information.

  • Faculty may apply for or be nominated for a special salary adjustment or bonus payment by submitting the Special Salary Adjustment form with supporting documents to the appropriate dean or director.
  • Special salary adjustments and bonus payments are subject to availability of funds.