Performance Evaluation and Merit Based CompPresentation For Employees
Performance Evaluation and Merit Based CompPresentation For Employees
Performance Evaluation and Merit Based CompPresentation For Employees
October 2016
Background
TWU determined that the current performance evaluation process should
undergo a committee review to evaluate if the performance management
plans are consistent and could be effectively and equitably linked to
compensation.
In January 2016, phase 1 training meetings were held for supervisors and
employees to review the committees’ work, review the goals portion of the
employee performance evaluation process, and introduce the pay for
performance concept now named merit based compensation.
Goals
However, for those that have not finalized their goals, please
do so. Let’s do a quick review:
Completing the Goals
The Performance Evaluation tab on the HR website contains links to the
employee and supervisor recorded sessions in January regarding goals and
the SharePoint system for entering the Performance Development Goals.
www.twu.edu/humanresources/
Self Appraisals
The Self Appraisals, designed by the committees to be concise and user friendly, are an
opportunity for employees’ to document and communicate their own work performance
to their supervisors for the period being reviewed.
Self Appraisals are initiated by the employee and are a required step in the
performance evaluation process. However, they do not require supervisor approval.
Similar to the process developed in SharePoint for Goals, Self Appraisals will be
entered by the employee in SharePoint. (Employees with no access to computers will
be allowed to complete a paper Self-Appraisal form. Supervisors of these employees
will scan and upload the paper form when completing the Performance Evaluations).
Employees will click on a link provided by HR by email and made available on the HR
website. www.twu.edu/humanresources/
Self Appraisal Preparation
Consider the Self Appraisal as an opportunity for you to share your perception of
your performance to your supervisor prior to the performance evaluation
Review goals
Significant accomplishments
Professional development
activities
Special circumstances
Self Appraisals
Additional comments
Add attachment
After the Self Appraisal has been submitted by the employee, Supervisors will be
notified by email when the Self-Appraisal is complete. Supervisors will review the
Self-Appraisal and begin the Performance Evaluation.
Performance Evaluations
Save every
20 minutes
Determines relevant
additional questions
Performance Evaluations
(1) Unsatisfactory
Requires
Explanation or
Example
Performance Evaluations
Police Officers
The employee should feel free to point out accomplishments, discuss obstacles to
performance and offer ideas for improvement. The employee should also be
given the opportunity to ask questions and clarify expectations for the future.
Transition to Merit Based Compensation
• In some years the University has relied on annual one time lump
sum payments to reward employees.
$0.00 + $4,159
One Time Merit Merit Based Compensation
Benefits to Employees
Supervisors may rely on any of the following factors when making merit pay
recommendations:
Quality of work
Work productivity
Merit Distribution- Suggested Factors to Consider
Q7. Why are employees hired on or after February 1, 2016 ineligible for merit?
Why are employees promoted or re-classified with a salary increase after
February 1, 2016 ineligible for merit?
A7. All new programs, even at other higher education institutions have necessary
cut – off dates. This date was chosen because it is one year from the effective date
of the merit increases.
FAQs
Q8. Will the University be raising salaries to market in the future, similar to the
market base increases in 2014?
A8. The University is committed to transitioning to a Merit Based Compensation
model. However, we will continue to track and maintain market data for positions.
Q9
Q9. Are we getting a lump sum payment this year?
A9. No. The University is moving away from lump sum payments and transitioning
to Merit-Based Compensation. Any potential merit awards will be added to base
salaries.
FAQs
Q10. If my FLSA status changes due to the new updated FLSA regulations how will
that affect my merit award?
A10. A limited number of positions will be affected by the updated FLSA
regulations to be effective December 1, 2016. However, if the FLSA status of your
position changes and there is no salary change it will have no effect on a potential
merit award. Any potential merit award will be based on the FLSA status of your
position as of November 1, 2016. However, if the FLSA status change results in a
salary increase that is higher than the merit you would have received, you will
receive the greater of the merit increase or the salary increase, but not both.
FAQs
Q11. What if my supervisor wants to award an across the board merit increase?
A11. Due to the transition away from across the board increases, merit awards
resembling an across the board merit distribution will not be approved. For
example, if merit awards in your department result in 2%, 2.01%, 2.05%, it is likely
these awards will not be approved. Vice President’s will provide direction as to
their expectations of the merit distribution parameters.
Q12
Q12. What is the effective date of the increase and when will I see it on my
paycheck?
A12.The effective date is February 1, 2017 to be reflected on your March 1, 2017
paycheck.
FAQs
Q13. Why are employees ineligible for merit, yet hired before September 1, 2016
Q13
required to complete a performance evaluation ?
A13.The Performance Evaluation process and Merit Based Compensation are two
distinct programs of the University. Although you may not be eligible for merit this
year, performance evaluations are a necessary tool to measure employee
performance.
Q14. What kind of discretion will the supervisors be given when awarding the
remaining merit to exempt employees after Phase II?
A14. In general, the discretion is designed to be flexible. However, supervisors will
be given directed guidance by their division Vice President or equivalent.
FAQs
Q15. What if I want to appeal my performance evaluation or merit increase?
A15. The content of the performance evaluations may be appealed through your
chain of command. All appeals must be resolved by December 16, 2016. Merit
increases are not subject to appeal. As always, Human Resources reserves the right
to review any action that violates relevant state and federal law.
QUESTIONS?