2017/2018 Performance Evaluation & Merit Based Compensation Timeline

2017-2018 Staff Performance Evaluation & Merit Based Compensation Timeline
Date	Activity
Staff Performance Development Goals Activities
February 1, 2017 – July 31, 2017	Performance Development Goals SharePoint system available to employees Develop and/or Reassess goals aligned with University and Divisional strategic plans
July 31, 2017	Employee goals completed and approved by supervisors
December, 2017 – January, 2018	Mid cycle informal review recommended to discuss progress and update goals
Staff Performance Evaluation Activities
June 11 & 12	Supervisor/employee refresher training
June 13 – June 27, 2018	Self-Appraisals entered by employees (1^st level supervisors may begin evaluations as soon as Self-Appraisals are complete)
June 27 – July 11, 2018	Performance Evaluations entered by 1^st level supervisors (2^nd level supervisors may begin approval as soon as evaluations are entered)
July 11 – July 23, 2018	Performance Evaluations reviewed and approved by 2^nd level supervisors
July 23 – July 27, 2018	Performance Evaluation data provided to administration
July 27, 2018	Performance Evaluation System closed
July 23 – August 3, 2018	Performance Evaluation meetings with employees
Staff Merit Based Compensation Activities
August 6, 2018	Merit spreadsheets provided to VP’s
August 20, 2018	VP’s submit final merit awards based on known salaries
August 21 – September 7, 2018	Merit data verification (Budget, HR, AFS, IT). No changes accepted by divisions.
September 1, 2018 and paid on October 1, 2018	Effective date of eligible merit increases
September 3 – September 14, 2018	Merit data entered in Oracle for payroll
September 14 – September 21, 2018	Staff salary merit notification letters available to employees
September 28, 2018	Pay slips available for viewing online
October 1, 2018	Eligible monthly merit increase amount reflected in paychecks

Highlights of Staff Merit Based Compensation Notes and Rules:

Supervisors will complete a performance evaluation for all regular full-time and regular part-time employees hired prior to May 1, 2018.
Employees must have demonstrated meritorious performance as documented on a current performance evaluation with a “Proficient” or higher overall rating that has been conducted in accordance with the university policies.
Employees must be employed in a regular full-time or regular part-time position to be eligible for merit. Student employees, graduate assistants and other employees in a temporary position are ineligible to participate.
Employees must have been employed in a regular full time or part time position prior to January 1, 2018 to be eligible for merit.
Employees in a reclassified or promoted position that resulted in a salary increase prior to January 1, 2018 are eligible for merit.
Employees in a reclassified or promoted position that resulted in a salary increase on or after January 1, 2018 are ineligible to receive merit. However, if the promotion or reclassification salary increase is lower than the merit increase that would be received, the employee will receive the greater of the merit increase or the promotion or reclassification salary increase, but not both.
Employees serving in an “interim” capacity are eligible for a merit increase based on their salary prior to their interim appointment.
Employees must be employed on the effective date of the merit increase to be eligible for merit and must be employed on the date of the first paycheck following the effective date to receive the monthly merit increase amount.

2017-2018 Staff Performance Evaluation & Merit Based Compensation Timeline

Note: Updated May 30, 2018. Subject to Change

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