Each year, the Corporation approves the overall size of the salary increase pool, which determines the total amount available for salary adjustments compared to the prior fiscal year. Guidance for year-end performance appraisals and salary increase administration is issued to senior officers each spring.
University Human Resources
Performance Increases
Eligibility
Eligibility for performance increases is based on performance ratings and length of service during the review period:
- Employees who receive any performance rating above the lowest level are generally eligible for a performance increase
- Employees receiving the lowest performance rating must demonstrate improvement to remain employed and to be considered for future increases
- Employees hired on or after April 1, or who have worked fewer than three months during the review period, are not eligible for a performance increase in that cycle
- Employees hired between January 1 and March 31 may receive a prorated increase
- Employees with extended periods of leave during the evaluation period may also receive prorated increases, except where otherwise determined under FMLA guidelines
- Employees who transfer or are promoted during the fiscal year are evaluated collaboratively by their current and prior supervisors and are eligible for the standard July 1 increase cycle
Decision-Making and Approval
Performance increases are determined based on established guidelines, performance ratings and available budget.
- Supervisors recommend merit increases based on employee performance evaluations
- Senior officers review and approve all salary increase decisions within their divisions
- Final increases must align with institutional guidelines and budgetary constraints