Presentation on theme: "Merit Pay Plan Effective July 1, 2015. Timeline ◦ Early May – Approval OHR ◦ Mid May – Final review with Chancellor Cabinet ◦ Late May to Early June."— Presentation transcript:
Timeline ◦ Early May – Approval OHR ◦ Mid May – Final review with Chancellor Cabinet ◦ Late May to Early June & September Employee/Supervisor Training Process and goal setting ◦ Spring 2015 – Compensation letter review Determination of merit pool Combine P&A/Civil Service or not Distribution of instructions Process merit pay
Distribution of Merit Pay Based on Overall Performance Rating and Individual Factor Rating
Overview ◦ The University is moving to a merit pay system to encourage excellent performance and achievement though the use of recognition and rewards based on individual performance comparative to peers. ◦ Rewards and recognition are important parts of a total compensation program ◦ In Fiscal year 2014 compensation pay plan, President Kaler communicated his intention to have all of the University’s colleges and administration units in a merit-based pay system by June 2015
Committee ◦ Tim Caskey, P&A UMD HR & EO Director ◦ Mary Cameron, P&A UMD HR & EO Associate Director ◦ Mary Allen, Civil Service, Academic Administration ◦ Paula Rossi, Civil Service, Student Life ◦ Kathy Chalupsky, Facilities Management, Associate Director ◦ Sue Kerry, P&A, VCFO ◦ Cheryl Reitan, P&A, External Relations ◦ Cathy Rackliffe, Civil Service HR & EO
Performance Appraisal ◦ Performance rating is tied to the Joint Employee Performance Appraisal Form and Rating Factor Guide ◦ Joint Employee Performance Appraisal Form includes employee self-appraisal rating and examples. The same for the supervisor sections of the document.
UMD Policy and Procedure ◦ All Civil Service Employees will receive a Performance Appraisal Performance evaluations for Civil Service will align with the due dates for P&A evaluations Conducted for each fiscal year Deadline for completion is June 1 st of each year.
UMD Policy and Procedure ◦ Each Performance Appraisal Includes: Updated job description Rating Factor Guide (must have 6 factors) Mandatory factors are: Job Knowledge Inclusiveness and behavior in working with others Department Managers choose other 4 from: Integration with others Responsibility and effectiveness Attendance Acceptance of supervision and organizational procedures Judgment and Comprehension Safety and Security
UMD Policy and Procedure, cont. ◦ Merit Pay (Determined by each unit) Following U of M annual compensation plan Distributed spring of each year Merit adjustment and pay equity option will be based on Joint Employee Performance Appraisal Form Rating Factor Guide Review by the Chancellor’s Cabinet Written notice of salary adjustment An employee receiving a rating below 49% will require a Performance Improvement Plan
UMD Policy and Procedure, cont. Merit pay linked to final performance rating achieve on appraisal. Example Superior 4 – 5% Exceeds 3- 3.99% Meets Requirements 2 – 2.99% Requires Improvement 1 – 1.99% Unsatisfactory – 0% Joint Employee Performance Appraisal Form and Rating Factor Guide (link) Proposed Merit Pay Plan Matrix (link)
Questions ◦ Contact Tim Caskey Director, UMD Human Resources & Equal Opportunity firstname.lastname@example.org or 218-726-6326.
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