Compensation Guidelines

As HR Compensation continues to assess how to best invest limited institutional resources, it is imperative that we implement and promote UAB-wide employee compensation practices that effectively support our most important asset — our workforce. To assist with these decisions, the following Compensation Guidelines are provided for UAB Medicine and academic/administrative units:

  • Fiscal Year 2019

    Click on an image below to download/print FY19 documents.

    FY19 UAB Academic & Administrative Guidelines
    (posted 6/12/2018)
      APPENDIX: Salary Distribution Plan Template for FY19
    (posted 6/27/2018)
      FY19 UAB Medicine Guidelines
    (posted 10/15/2018)
  • Incentive Plan Proposal Guidelines

    The purpose of an incentive compensation plan is to motivate and reward employees for exceeding normal job expectations in support of departmental and institutional goals.

    An incentive plan proposal should include...

    ✓ Situation or background summary
    ✓ Objective or purpose of the plan/program
    ✓ Proposal, program or recommendation
    ✓ Analysis of the advantages and potential adverse consequences
    ✓ Cost justification
    ✓ Timing of payouts

    An incentive plan proposal should be...


    • No more than five elements
    • Calculation on each element must be easy to communicate and understand


    • Majority of participants must be able to impact each element
    • Participants must have a high level of direct control over the elements


    • Must have an objective systematic measure
    • Must be able to administer program at location level


    • Reasonable goals that ensure a strong participation rate
    • Targeted bonus amount must be motivational
    • Goals must be set prior to implementation


    • Must have start and end dates
    • Must be reviewed periodically and enhancements made as needed subject to executive and compensation approval

    Incentives are intended to be self-funded and are intended to be consistent with the total compensation levels of the external labor market. Overall, we want to ensure fairness to employee, return on investment, effective motivational qualities and goal congruency between the system and the employees.