Trustees approve 2.6% salary pool and market adjustments after debate on merit range

The Tennessee Tech Board of Trustees approved a proposed compensation plan that includes a 2.6% recurring salary pool effective July 1, contingent on the governor’s approval of the state budget, the implementation of phase 3 of a market compensation plan for faculty and nonfaculty, and merit-based increases for eligible employees.

Trustee Stites presented the committee recommendation: a 2.6% pool for recurring salary increases effective July 1, with eligibility for employees who have satisfactory or better evaluations and who were employed prior to Dec. 31, 2024, and still employed on July 1, 2025. The plan also calls for market-adjustment steps (phase 3) and merit increases with a recommended range of 1% to 10% per eligible employee.

Trustees debated an amendment to reduce the maximum merit increase from 10% to 5%. Supporters of the amendment said a cap would reduce perception issues and require additional HR review for larger adjustments; opponents said keeping a 10% top end preserves flexibility to reward exceptional performers or address urgent salary equity concerns. The amendment failed on a roll call vote.

The board then voted on the original motion as presented by the committee. Roll call recorded aye votes by Trustees Jones, Lowrey, Luna, Land, Rose, Rudd, Sykes and Chair Harper; the motion passed.

Board discussion clarified that promotion actions and market/counteroffer adjustments can be addressed through HR processes separate from the merit pool. Trustees requested that implementation details and timing (for nine‑ and 12‑month faculty differences) be clearly communicated to campus departments. The board also noted the plan anticipates a 2.6% tuition/compensation pool contingent on state budget approval and an approximate 2.6% raise expectation for campus employees funded partly by the university.