Pay issues
It's disheartening to observe how the current structure of pay increases within our institution predominantly benefits those in leadership and management roles, while overlooking the dedicated individuals working tirelessly in lower positions. While some employees may see a slight uptick in their pay, it's often akin to receiving mere spare change, which fails to keep pace with the soaring inflation rates, particularly concerning essentials like rent, groceries, fuel, and other necessities.
Adding insult to injury, we witness higher-ups enjoying substantial bonuses, a stark contrast to the paltry 0.2% pay increase many of us receive, rendering the whole process seemingly futile. Additionally, the disparity extends to the allocation of time off, with senior employees not receiving equitable treatment compared to their newly hired counterparts. This discrepancy leaves longstanding employees feeling undervalued and neglected, as if their years of dedication and service count for naught.
Regrettably, these practices foster a sentiment that our institution, ASU, prioritizes numbers over the well-being of its workforce. The expectation of loyalty from employees becomes increasingly difficult to uphold when the institution itself appears to lack reciprocity. ASU must reassess its approach to compensation and employee recognition, ensuring fairness and equity across all levels of the organization. Only then can we cultivate a culture of inclusivity and genuine appreciation for the hard work and dedication of every individual within our community.
Resolution/Notes
Thank you for your inquiry. Like other organizations, the university has a budget that requires it to allocate funds for various objectives each year and prepare for unexpected expenses. ASU's merit compensation program follows a pay-for-performance approach rather than providing inflation-calibrated or cost-of-living increases. The funding for the merit program aligns with national trends among higher education institutions. The university's leadership strives to offer employees the highest possible salary increases while also keeping its commitment to Arizona students and their families to keep tuition costs low.
Furthermore, we acknowledge your concern regarding vacation allocation. The objective of aligning vacation time is to establish a sustainable work environment in which every employee receives support, regardless of their time at the university. We appreciate your feedback.