Performance Based Increase
Fiscal Year 2018
We are pleased to inform you that President Cheng has allocated funds for a top-performer increase in FY 2018.
Below are the important points of this year’s program:
- The effective date of the increase will be July 1, 2018.
- Individual increases will be communicated to employees sometime in April/May.
- Funding has been allocated to provide increases to Classified Staff, Service Professionals and Post-Doctoral Scholars. (Faculty will also receive increases, but their program differs from the staff program because of policy requirements.)
- Top performer increases can be granted to up to 15% of classified staff and up to 15% of service professionals. The top performer increases will be a fixed 3%.
- VPs may not supplement the pool with additional funding
- Grant and locally funded positions that are not supported by University Central will continue to be funded by the grant and area local budgets respectively.
- Hire Date not less than 1 year from effective date AND
- Active for at least 6 months during last year AND
- Most recent performance appraisal is good, very good, or outstanding AND
- No formal discipline in last year AND
- Must have current e-CERT on file (completion within last year) AND
- If supervisor, all appraisals for staff completed AND
- Excludes regrade, lowest paid wage adjustments, and special assignment.
- Those who received a less than 3% increase can receive an increase that brings their total increase to 3%. For example, if an employee received a 2% increase with a reclassification, they can be awarded 1%.No STAR or job change/transfer during last year that resulted in 3% or more increase.
Beyond the basic criteria above, top performers should be identified using the following criteria:
- Sustained results-oriented performance AND
- Dedicated effort that results in a high volume of high quality work related to department goals or operations AND
- Initiative and creativity to prevent and/or solve problems, especially problems that extend beyond the normal scope of their job AND
- Utilizing knowledge, skills and abilities to advance department objectives/goals and/or university mission AND
- Perform work utilizing behaviors that align with university values AND
- Directs efforts and resources toward department/university priorities
Note: Dept. of Education Program Integrity Rules prohibit basing compensation incentives on specific enrollment or financial aid goals.
- Human Resources will provide staff salary, performance and other relevant data to you in a database that will be accessible to those granted access from our website.
- Human Resources will provide you with the number of Classified Staff and Service Professional/Postdoctoral Scholars that may be awarded from your area.
- Top Performer Increase requests must be made using the form available in the database and will require a justification of the increase based on the criteria in the attached program description document.
Timeline: (Please note that the window for submissions is only two weeks.)
|Thursday, March 1, 2018||PBI Database Available to VPs and designees|
|Friday, March 16, 2018||Deadline: All Top Performer Increase requests in PBI Database with VP Approval|
|April/May||Detailed Reports Sent to VPs|
|April/May||PBI Salary Notices Distributed to Impacted Employees|
|Sunday, July 1, 2018||All PBI Increases Effective|
|Friday, July 20, 2018||PBI Increases in Paychecks|
Access the PBI Database
- The PBI database is now closed. The deadline was Friday, March 16, 2018.
- Access to the database is limited to authorized personnel. Please contact your Dean’s Office or Department Head with questions regarding PBI requests.