Merit Increases And Performance Appraisals

The University evaluates each employee's performance and may award increases based upon overall performance ratings. Compensation policies apply to all staff, regardless of funding source.

Performance Appraisal Guidelines

The University strongly encourages supervisors to provide employees with feedback on their performance throughout the year. Each spring supervisors complete formal performance appraisals for each of their employees. The performance appraisal is based on how well the employee has performed the duties outlined in the Job description, accomplished the established goals, and demonstrated the performance competencies.

A formal, annual performance appraisal session should be held with each employee. A mid-year session is also strongly encouraged.

Note: When employees are transferred or promoted during the fiscal year, performance in both jobs should be considered in the annual appraisal.

Written performance appraisals must be reviewed and signed by the evaluated employee. Signatures verify only that employees have received and reviewed their appraisals. Employees who disagree with performance appraisals are encouraged to discuss the matter with their immediate supervisors. Employees who remain dissatisfied after meeting with their supervisors should discuss such situations with their department heads. The assigned H.R. Generalist and/or the Director, Employee Relations is available as a resource to assist departments and employees in resolving issues pertaining to the performance appraisal.

Completed performance appraisals must be submitted to Compensation and Organizational Services.

Objectives and goals for the upcoming year should be set by the supervisor in consultation with the employee.

Eligibility for Performance Increases

Employees with a performance rating of Developing, Proficient, or Highly Accomplished are eligible for a performance increase. An employee who receives a rating of unacceptable must demonstrate improvement to be retained and to receive future performance increases.

Employees who were hired on or after March 1 are not eligible for performance increases that year. Employees hired between January 1 and February 28 generally receive lower increases than those employees with similar performance who have been with the University prior to December 31st. Similarly, employees who have been absent from work for a substantial amount of time during the evaluation period for reasons other than Family Medical Leave and/or who otherwise are covered under the Americans With Disability Act or other relevant federal or state laws may also receive lower increases. When employees are transferred or promoted during the fiscal year, assessments of their performance for that year should be a collaborative effort between their new and previous supervisors and they will be eligible for the normal July 1 salary increases.

Distribution of Performance Increases

The University Resource Committee (URC) recommends to the President the amount that should be budgeted for the total salary increase pool each year.  The President presents the URC recommendation to the Corporation to obtain approval. This pool includes money for both performance and job audit increases.

All information necessary for performance appraisals and performance increases will be distributed to senior officers in the spring.

Performance increase decisions will be developed in accordance with the established salary increase guidelines and budgetary constraints. Individual supervisors will recommend increases on the basis of performance. Senior officers must approve all salary increases within their divisions.