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FY24 Merit Guidelines

Subject to the BOR approval

The distribution of merit will be concentrated on rewarding the most productive employees that continue to work to further our Tier One goals.  The following guidelines identify employees that will be eligible to be considered for merit.  As a reminder, final approval of merit is required by the Board of Regents. 

To be eligible employees must:

  • Be classified as benefits-eligible and not a contract employee.
  • Be employed on or before September 1, 2022.
  • Not have received a 5% or greater pay increase because of a career ladder/promotion 6 months prior to the date of merit distribution (March 1, 2023 – August 31, 2023)

[Please note that employees under the 3rd bullet above will NOT be included in the merit pool calculation.  The employees in the 4 bullets below will be included in the merit pool calculation but may not be eligible for merit depending on their status.]

  • Have a 2022 staff ePerformance appraisal with an “Achieved Expectations” or above rating.
  • Staff employees who have exceeded or will exceed their pay range maximums may be eligible for a one-time merit payment but not a base merit pay increase. These should be processed with the 09/01/2023 merit increases.
  • Employees in interim positions are eligible for merit consideration on their base pay.
  • Supervisors or managers must have completed ePerformance documents for all their subordinates by March 14, 2023.
  • Have completed the mandatory training required for state and federal compliance SAM 02.A.11 by November 18, 2022.
  • Have cleared any delinquent debt by July 28, 2023.

 

Allocation of Merit:

  • Merit distribution is determined by each Division by reviewing budget, compliance with merit guidelines, and equity.
  • Merit increases will be effective September 1, 2023.
  • The minimum staff merit increase is 2%, any increase of 6% or more requires a written justification and approval from Division Vice Presidents.
  • Staff employees who have exceeded their pay range maximums may be eligible for a one-time merit payment but not a merit base pay increase. For example, if at a minimum, a 2% merit increase takes the employee above their pay range maximum, then the department may fund the one-time lump sum merit amount. This amount will not be added to the base salary of the employee. Please note these employees will NOT BE in the merit budget pool calculations. (The calculated base pool will have to accommodate the one-time merit equity payment. No additional budget or equity can be included or added to the pool amount provided by the Budget Office). This amount will not be added to the base salary of the employee. While the amount of the one-time merit must be noted on the college merit worksheet, “additional pay” ePARs must be completed to execute the one-time merit. NOTE: employees who have exceeded their pay range maximums are not part of the merit pool calculation.
  • Post docs are considered temporary staff; therefore, they are not eligible and not included in the merit pool calculation. Post docs are eligible for a one-time lump sum payment.
  • In the event of a split-funded merit, both departments must split the merit to match the salary split. For example, if a salary is split 50-50, the merit should be split 50-50 as well.
  • Salary adjustments for employees on contract will be handled as specified in the contract and are not part of the merit process.
  • Eligibility for merit does not guarantee employees will receive merit.
  • Employee notification letters will go out following review by Division Vice Presidents and HR.

 

Definitions:

  • Benefits-eligible staff employee: An employee who is hired to work at least 20 hours per week for a period of at least four and one-half months. Excluded from this definition are students employed in positions that require student status as a condition of employment (both monthly and hourly paid students) and individuals employed in faculty (both teaching and research) positions. Contract employees, Teaching Fellows, Teaching Assistants, Graduate Assistants, Research Assistants and Post Docs are not considered benefits-eligible staff employees.
  • Merit increase: A pay increase granted in recognition of an employee’s individual performance level and based upon documented performance criteria
  • Merit increase budget: The budget amount, determined by the administration that is authorized for merit increases during the budget preparation