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Purpose
The purpose of
the University's Merit System is to:
- Enhance morale, provide incentives
for higher productivity, and retain valuable employees by
ensuring that employees are rewarded according to the level
of performance demonstrated in their respective positions; and
- Provide guidelines for the
utilization of merit pay increases to promote consistency,
fairness and objectivity; and
- Establish a systematic relationship
between the performance appraisal process and decisions
regarding merit increases; and
- Advance the institutional
goals of ensuring equity in compensation, attracting and
retaining qualified employees, and improving the quality and
productivity of the work force.
Applicability
This policy applies to all
non-Faculty employees in regular full-time or regular part-time
positions.
Performance Appraisal
Performance appraisal is the
formal process by which an employee's job performance is evaluated,
documented and communicated to the employee. The purpose of the
performance appraisal is to apprise the individual of their strengths and
weaknesses as related to their effectiveness in their positions,
and to identify avenues of professional and personal development.
The performance appraisal is the primary tool used in determining
merit increase recommendations, however, other factors, such as
longevity and internal equity may have a bearing on final decisions.
Performance Periods
The period in which an employee's
performance is monitored, evaluated, and reviewed is called the
performance period. The performance period for merit system purposes
is October 1 through September 30 of each fiscal year.
Merit Increases
Merit increases are the monetary
reward earned by employees for demonstrating satisfactory, very
good, or outstanding performance on the job. The level of increase
will depend upon the performance level of the employee and available
funds.
Merit Increase
Recommendations
Merit increase recommendations
are submitted to the Component Head each year by the Department
Head. Recommendations must be approved by the Component Head
and the President.
Limitations
The awarding of merit increases
is subject to the salary range limitations in the pay plan. Each
job has a stipulated range with a minimum and maximum salary payable
for that job classification, based upon its relationship to other
positions at the University. Salary increases may not exceed the maximum
of the range.
Award Periods
Merit increase awards will
normally be effective from the beginning of the fiscal year which
starts on October 1 each year. Merit increase are not earned
until awarded, based upon availability of funds and other relevant factors.
At the discretion of the President, merit increases may be granted
at any time during the fiscal year.
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