Discretionary Compensation Adjustments/Payments
(DCA/DCP)
Criteria and General Guidelines
The DCA/DCP Program allows UW-River Falls the discretion to provide broadbanded represented employees and non-represented employees economic recognition for certain changes in responsibilities or to address pay inequities/retention needs. Written justification must be submitted to substantiate the request. Any questions on the following criteria and request procedures should be addressed to the Human Resource Office at ext. 3221.
Criteria for Non-Represented Employees
1. New Duties: The employee has additional duties that are newly assigned or were an evolution of the originally assigned functions. The duties are permanent, and are of a greater scope, impact, and/or complexity compared to the previous functions.
Examples:
- Responsibility for new or significantly changing technology implementation
- Implemented processes for new services
- Demonstrated increased ability to lead others into future technology
- Projects or duties with greater risk factor, more visibility, or greater impact on the unit, division, or University
2. Increased Significant Competencies: Employee demonstrates increased and significant competencies that are directly related to the permanent assignment.
Examples:
- Application of expanded technical skills gained through additional training or experience
- Demonstrated competencies in specific skills that are of value to an organization to meet a critical need beyond those normally expected for the position
- Significantly reduced costs for product/service delivery
3. Merit: Significant contributions on a temporary or special assignment, or exceptional performance.
Examples:
- Completed a complex project in an exceptional manner
- Participated and cooperated in cross-functional efforts to accomplish a specific assignment related to the strategic goals of the organization
4. Pay Equity: Based on a pay equity analysis, awards may be granted for unique circumstances, retention, or to assist in resolution of pay inequities. Pay equity awards may address pay inequities between supervisors and subordinates, or between peers with similar experience, qualifications, and duties and at the same level of efficiency. Pay inequities that result from intentional actions should not necessarily be considered an equity problem. In the justification, the supervisor must include the wages of the employee(s) to whom comparison was made and the agency(ies) where the comparable work is performed.
5. Retention/Market Influences: The employee utilizes skill sets that are in high demand in other organizations (private and/or public), requiring an adjustment to be made for retention strategies. Market data must be provided to illustrate this fact.
Criteria for WPEC Represented Employees
WPEC represented classified employees in broad-banded classifications can be considered for awards under #1, 4, 5 above. (New Duties, Pay Equity, Retention/Market)
General DCA/DCP Guidelines
DCA's are:
- awarded at the sole discretion of agency management
- may be base building or a one time lump sum payment (DCP)
- may be provided at any time during the fiscal year (depending on agency guidelines)
- limited to four* within range pay steps per employee per fiscal year
- funded from agency budgets
- not available to any employee paid at or above the pay range maximum
- not available for any covered employee whose job performance was rated below satisfactory or for supervisors who do not complete formal performance evaluations on all subordinate employees for whom performance evaluations are required.
- Note: As of July 1, 2003 agencies have approval for up to two within range pay step increases or the equivalent as a lump sum payment. Awards for amounts higher than the two step amount must first be approved by UW System.
