Pay for Performance Merit Program Guidelines

Overview

On June 26, 2019, President Napolitano approved the 2018-19 merit program for non represented staff employees with a 3% budget. The merit program implements salary increases based on an individual's performance and contributions. The program recognizes and rewards outstanding performance based on employee accomplishments.

Eligibility Requirements

Employees eligible for the merit program include individuals who:

  • Have a 2018-19 appraisal completed by their supervisor with a rating of “Met Expectations” or above.
  • Are employed as career or partial-year career employees covered by PPSM before January 2, 2019, at any UC location.
  • Are still on the payroll as career or partial-year employee as of the payout dates.
  • Have completed a probationary period on or before July 1, 2019.
  • Individuals with contract appointments are eligible for the merit if it was stipulated in the terms of the contract.

Structure

The merit program seeks to proportionally recognize and reward individuals with salary increases based on performance. The following guidelines are recommended to determine an individual’s salary increase.

  • Met Expectations or greater performance rating is 0% to 4.5%.
  • Recommend a minimum of 2% increase for performance ratings of Met Expectations or greater.
  • Allocation must balance within the overall 3% budgetary control figure.

Performance Rating:

Unacceptable

Improvement Needed

Met Expectations

Consistently Exceeded Expectations


Exceptional

Recommended
Increase:

0%

0%

up to 2.5%

up to 3.5%

up to 4.5%

 

Information about funding staff salary merit increases can be found on Planning and Budget’s website.

Divisions may delegate the requirement to balance the control figure to subordinate departments and units as appropriate to manage the divisional merits. Compensation will provide merit rosters on August 6, 2019, with information needed to determine merit increases. This information will include calculations for actual dollar increases associated with proposed percentage increases to ensure that good performers receive sufficient bottom-line increases to effectively recognize and reward performance.

Appraisals received after the due dates, may  result in a delay of pay to the employees.

Salary Increase Determination Process

The recommended increase ranges provide guidelines for individual increases. Divisions must allocate the increases within the overall 3% control figure. Any deviations from the 3% control figure must strictly fall within the range of 2.99% to 3.01%.

Each division will establish their plan for delegating, reconciling and approving divisional merit increases within the allotted time frame and communicating increases to employees. As part of the merit call, merit roster spreadsheets will be distributed in accordance with divisional practice. The 3% budgetary control figure will be balanced in accordance with divisional practice. Completed rosters will be submitted to Compensation for review and approval before merit recommendations are processed.

Staff Human Resources will provide individually addressed employee merit letters, unless the division notifies Compensation that they will issue their own letters. The letters will be available for distribution mid September 2019.  We request that Supervisors promptly provide the letters to their respective employees to ensure that they are notified prior to the payout date. distribution of the letter should be accompanied by a discussion of the merit increase in order to recognize individual contributions and motivate future efforts. A copy of the merit increase letter will be placed in the personnel file by Staff Human Resources.