9-Month Academic Positions

08/22/2024: Attention! Additional Tax Withholdings on Biweekly Pay Schedule

08/16/2024: Town Hall Today - Biweekly Pay Schedule Beginning this Month

08/05/2024: 9/12 Faculty w. 8/1 Contract Renewal

08/05/2024: 9/12 Faculty w. 8/16 Contract Renewal

08/05/2024: 9/9 Faculty 

06/03/2024: Attend a Town Hall Presentation on Wednesday 06/05

04/30/2024: Join Us for a Town Hall Presenation Tomorrow!

04/23/2024: 9/9 Faculty Transitioning to Biweekly Payroll

04/23/2024: 9/12 Contract Renews 8/1 Faculty Transitioning to Biweekly Payroll

04/23/2024: 9/12 Contract Renews 8/16 Faculty Transitioning to Biweekly Payroll

03/05/2024: Attend a Town Hall Presentation About the Biweekly Payroll Transition Tomorrow at 2PM

12/12/2023: Transitioning to Biweekly Payroll in August 2024

12/07/2023: Attend a Town Hall Presentation on Monday to Learn More About the Transition to Biweekly Payroll

11/17/2023: Transitioning to Biweekly Payroll in August 2024 - Attend a Town Hall to Learn More

10/06/2023:  9/9 Faculty Transitioning to Biweekly Payroll email sent to all faculty

10/06/2023:  9/12 Contract Renews 8/01 Faculty Transitioning to Biweekly Payroll email sent to all faculty 

10/06/2023:  9/12 Contract Renews 8/16 Faculty Transitioning to Biweekly Payroll email sent to all faculty 

Norman campus will be transitioning all employees who are currently paid on a monthly pay schedule to a biweekly schedule between April 2024 and August 2024. The affected populations include salaried staff, 12-month academic appointments, 9-month academic appointments, graduate assistants, and monthly-paid student employees. It is our intent to present the project to constituents in an informative manner that reduces confusion and concern around the transition. We will keep this website updated with information so check back here regularly.

Current State

6600 employees are paid once per month. For these employees, we process the current full month’s pay in the middle of the month. Unfortunately, the prospective nature of this payroll can create the need for remedial actions on subsequent payrolls. Remedial actions may include, the collection of overpayments (late month terminations), the issuance of emergency checks (late month hires), benefit deduction collection (any late month personnel action that affects pay).

Future State

Change the pay schedule from once per month to once every two weeks in arrears. In this future state, the university would pay for the previous two weeks of work on each paycheck. Because this pay schedule is retrospective, all personnel actions affecting the payroll would already have occurred. This nearly eliminates the remedial actions that plague the current state.

Transition Details

Changing from a prospective monthly pay schedule to a retrospective biweekly pay schedule creates a one-time delay between the last monthly paycheck and the first biweekly paycheck. To ensure the smoothest possible transition and to help mitigate this hardship for employees, we will:

• Lead a robust change management and communication campaign,
• Offer budgeting/financial planning resources to help employees plan for the change,
• Consider a transition schedule for the three groups of 9-month employees:
  • 9 month faculty paid over 9 months (9/9)
  • 9 month faculty paid over 12 months (9/12) whose contract renews on 8/1
  • 9 month faculty paid over 12 months (9/12) whose contract renews on 8/16