Merit Pay for Support Staff – FAQs
Merit increases are intended to link pay with performance, thereby encouraging higher levels of performance by positively reinforcing them. This is increasingly important to the University's ability to achieve maximum organizational effectiveness and accomplishment of our mission. Merit pay should not be used for equity or market adjustments.
First line supervisors/managers should have input into the merit increase process. Using this input, unit administrators and other second-level reviewers make the final determinations because they are responsible for assessing unit achievement, comparative levels of achievement in different areas, etc.
MAUs may choose to keep a portion of the pool centrally to address certain special needs, such as:
- Allowing units with one or two employees to obtain extra allocations to reward high performers.
- Allowing units with overall exceptional performance of employees to obtain additional allocations (i.e., where the spread of ratings would otherwise not allow adequate merit).
- Employees may not understand or accept the linkage between their performance achievements and the resulting merit allocation.
- Units may lack objective and mutually understood performance information on which to base merit allocations.
- Opportunity for thoughtful discussions regarding employee development, which could have resulted in enhanced performance, may be missed.
- APA Union
- APSA Union
- APA/APSA Non-Union
The APA and APSA will monitor the merit programs with regard to its effect on all members of their Associations and will address questionable adjustments with Employee Relations. The preceding information is provided to assist you in this important process, if you have any questions, contact the Compensation and Classification team.