(SUD) Cheat Sheet - The University of Texas at Austin

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Should I separate employees getting merit increases from those gettingequity or additional duties?In the SUD, what information is required in the Justification field whenequity/structural adjustment or permanent additional duties base payadjustments are given to an employee?Note: A Salary Adjustment Request Form is not needed when submittingthese increases through the SUD; however, the position’s Purpose,Functions, and Qualifications must be updated or revised in HRMS. Tomake the updates or changes, you can click on the links provided in theSUD. If you choose to update the positions without the links provided,ensure that you change your “View as of date” at the top of the screen to09/01/20XX.Since salary increases other than merit are reviewed by HRS, it is preferredfor Classified and A&P positions to have separate SUD documents for meritand equity/structural or additional duties base pay adjustments.Consider one or more of the following general guidelines to assist you incompleting the justification:Equity/Structural Adjustments: What is the current market rate for this position (talk to your SWSHR Partner)? How does this position/incumbent align with peers? Internal?External? If this position were vacant would it be considered a hard to fillposition? Is this proposed increase part of a group of increases within a unitor department? What is the value that this person brings to this position? Does this person have any special knowledge, skills, or abilities? How long has this individual been in the position, with thedepartment or university (length of service)? Has there been a change in reporting structure? If so, discuss thatas well.What if I want to reclassify someone and give them a merit, both witheffective dates 9/1? What if they are going from classified to A&P?SUD Cheat Sheet, Page 4 of 6Permanent Additional Duties: What has changed within the department? What has changed about the volume that the position may handle? What has fundamentally changed about the position’s focus? What has fundamentally changed about the position’s scopeand/or outlook? What is the current market rate for this position (talk to your SWSHR Partner)? Do the new assignments require greater skills, new knowledge, or agreater level of authority and responsibility? Has there been a change in reporting structure? If so, discuss thatas well. When using the SUD, the reclassify document must be finalapproved before the SUD is approved from the Creator Desk. If the SUD is created before the reclassify document is final
Why are my SUD and OPA documents sitting on the SUD Hold desk andhave not yet been final approved?Warning: “This assignment has been modified in HRMS. Changes made inthe SUD will not push to HRMS unless the assignment data is refreshed(available in Document Review assignment details).”Warning: “This assignment has a future rate change effectiveMM/DD/YYYY. The future rate change was made in HRMS after theassignment was placed on the SUD; as a result any changes made to thisassignment in the SUD will NOT be pushed to HRMS.”Warning: “New 9/01/XXXX permanent additional duties added in HRMSafter SUD created; SUD changes will not push to HRMS unless SUDassignment is refreshed. This assignment has been modified in HRMS.Changes made in SUD will not push to HRMS unless the assignment datais refreshed (available in Document Review assignment details).”Warning: “HRMS 9/01/XXXX assign rate changed ($X,XXX) after placedon SUD ($X,XXX); SUD changes won't go to HRMS unless refreshed byauthorized person. This assignment has been modified in HRMS. Changesmade in SUD will not push to HRMS unless the assignment data isrefreshed (available in Document Review assignment details).Error: “The position was reclassed to a different category in HRMS and isno longer eligible for the SUD. Assignment MUST be removed from SUD.”approved, the user must refresh or remove/add the position forthe SUD to reflect the correct classification/rate. When the reclassification results in a change in job category, theuser will receive an error if the SUD has been created before thereclassify document has been final approved. If the reclassification is processed retroactively, the information onthe SUD is replaced with the final approved reclassificationdocument, including the classification/rate.The Board of Regents must approve the new fiscal year budget beforesalary increases and one-time merits can be final approved. No furtheraction is required by the department.This warning indicates changes have been made to the assignment sincethe SUD was created. The user should click the Refresh button on theDocument Review page to view the most recent information.This warning indicates changes have been made to the assignment with aneffective date after 09/01/XXXX since the SUD was created. The user will not see the Refresh button when this warning isdisplayed. The user can choose to remove the position from the document orleave it on. If the user chooses to leave the position on the SUD, it is importantto note that the SUD 9/1 recommended rate will not be pushed toHRMS and will be considered an exception and appear on theexception report.Click the "Refresh" button in the incumbent details in document review.This will erase the merit entered on the SUD, so it will have to be reenteredif applicable.Click the "Refresh" button in the incumbent details in document review.This will erase the merit entered on the SUD, so it will have to be reenteredif applicable.The user will not see the Refresh button when this warning is displayed.The user must remove the position from the SUD.SUD Cheat Sheet, Page 5 of 6
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(SUD) Cheat Sheet - The University of Texas at Austin

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