Fiscal Year 2026 Budget: Salary Considerations
Earlier today, Pitt’s Board of Trustees approved the University’s Fiscal Year 2026 budget, which includes funds for a 2.5% across-the-board, performance-based maintenance salary increase for eligible nonrepresented faculty and staff, as defined below.
Wage increases for represented employees are a mandatory subject of bargaining. Pitt is currently engaged in ongoing negotiations for a collective bargaining agreement for represented staff and graduate student employees; therefore, those employees will not be included in the Annual Salary Increase process or eligible for annual stipend increases. Questions about wage increases should be directed to union representatives.
Staff members questioning their status for the purposes of eligibility in the annual increase process should review this list. Staff members whose names are on this list are not subject to any increase under the Annual Salary Increase process.
Salary Increase Specifics for Nonrepresented Faculty and Staff:
- Performance-based maintenance increases: All eligible nonrepresented faculty and staff members who performed at a successful level or higher during the last year will receive a 2.5% increase. Successful staff performance is defined through the Annual Performance Management program.
- Merit, market and equity-based increases: Note that the FY26 budget does not allocate additional funding for merit, market or equity (MME) increases. However, additional increases for MME will be at the discretion of the Responsibility Center, subject to its budgetary restrictions. Instructions on how to handle such potential increases will be shared with the relevant department staff. MME-based adjustments typically include performance above expectations, along with addressing market competitiveness and ensuring equitable compensation across our workforce, as well as continued equity considerations.
Salary increases or any relevant adjustments will be included in the Sept. 30 (if paid monthly) or Sept. 19 (if paid biweekly) pay, but will retroactively take effect as of July 1, 2025.
Salary Considerations for Represented Faculty:
- An annual maintenance increase of 2.5% takes effect on July 1, 2025, for full- and part-time bargaining unit faculty members (all designations) who performed at a satisfactory level or higher during the previous fiscal year.
- Merit, market and equity-based increases: While the budget did not allocate any additional funding for MME-based increases, represented faculty may receive — at the University’s discretion — retention, merit, market and equity adjustments, as outlined in the Collective Bargaining Agreement.
Salary increases or any relevant adjustments will be included in the Sept. 30 pay.
Employees in Other Bargaining Units
These employees should refer to their Collective Bargaining Agreements or contact their union representatives.
Process Information:
Specifics on this year's Annual Salary Increase process, including timetables, deadlines and processing instructions, will be shared in emails to the relevant department staff as we move forward in the process. More information will be posted by the end of July on the Staff Salary Administration site (through Pitt Passport).