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Updated Merit Pay Process for MCC Administrators Committee of the Whole Meeting Tuesday, April 15, 2014.

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Presentation on theme: "Updated Merit Pay Process for MCC Administrators Committee of the Whole Meeting Tuesday, April 15, 2014."— Presentation transcript:

1 Updated Merit Pay Process for MCC Administrators Committee of the Whole Meeting Tuesday, April 15, 2014

2  Current Evaluation, Salary Increase and Merit Processes  Process for Updated Merit-based Structure for Administrators (effective FY 2015-FY 2018)  Questions Overview

3 Merit-Based Pay Team  Assistant Vice President of Human Resources  Associate Dean of College and Career Readiness  Chief Communications Officer  Director of Infrastructure Operations  Executive Dean of Education, Career and Technical Education  Manager of New Student Transitions  Vice President of Academic and Student Affairs

4  Evaluation Process – 13 Performance Factors – Ratings (0-4) – Average Score Tabulated  Merit Process – All administrators received a CPI-U increase (FY 2014 – 1.7%) – Employees not on discipline or performance improvement plan (PIP) received either a 1% or 1.5% merit increased (based on the average evaluation score) Review of Current Evaluation and Merit Process

5 Updated Process – Effective FY 2015-FY 2018  All eligible administrators will receive a CPI-U increase  All salary ranges will increase yearly based on the CPI-U, not to exceed 3% per year  3% of all eligible administrators’ salaries will be used for merit distribution  Distribution of merit  All administrators’ evaluation scores will be summed  Each administrator’s evaluation score will be divided by the sum total to determine their percentage of the available merit funds

6 Merit Pay Distribution Example Example EmployeeRating Percentage of Total Ratings Merit Increase Emp 1330% $ Emp 2220% $ Emp 3440% $ Emp 4110% $ Merit Funds Available$2,000 NOTE: All merit funds will be distributed.

7 Updated Process – continued  If merit increase moves an employee over the top of his/her range, the overage becomes a bonus  No salary increase will be over 5.9% or below the CPI-U (merit and CPI-U combined)  Administrators who were hired after March 1 of the evaluation year will not be eligible for CPI-U or a merit increase  Administrators who score below a 2.0 and who have been on a performance improvement plan, or who have been on discipline, will not be eligible for a merit increase

8 Integration of Goal Attainment  Each administrator’s goals will be factored in to overall performance  Goal attainment will be weighed equally with the evaluation process (50% goal attainment, 50% overall performance)  Administrators will be given a rating of 1-4 based on the work related to their goals  The rating will be averaged with their score on their evaluation to give a final score, such as: John Smith received a 3.12 on his evaluation John Smith received a 3 on his work related to his goals Final Score – = 6.12 then divide by 2 to get the average 6.12/2 = 3.06

9 Future Considerations  Explore methods for collection of 360-degree and/or peer evaluations, in partnership with Performance Evaluation AQIP Team  Determine who would be part of an individual’s 360- degree evaluation feedback group  Determine how this feedback will be used in an individual’s performance evaluation process

10 Questions


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