Strategic Resource Planning Council June 26, 2013 Merit Policy

General Information Merit is a salary adjustment awarded to employees as recognition of their contribution to meeting the goals and objectives of the department, college, and university during the previous year. Financial Affairs - Your Partner for Successful Solutions 1

Eligibility Requirements Employed as of September 1, 2013 Hire date on or before February 28 th, 2013 as a regular, benefits-eligible employee (full or part time, 50% or greater). All employees (administrative, faculty and classified) must receive an annual evaluation during the past fiscal year beginning September 1, 2012 and ending August 31, 2013 in compliance with Rule of the Rules and Regulations of the UT System Board of Regents. The performance appraisal must be on file at Human Resources. Financial Affairs - Your Partner for Successful Solutions 2

Eligibility Requirements Employees in student titles (those titles requiring student status as a condition of employment) are not eligible. Benefits eligible non tenure track faculty may be eligible for merit based on the criteria established by the Provost. Financial Affairs - Your Partner for Successful Solutions 3

Merit Pools Faculty, Classified and Administrative & Professional staff - 2.0% permanent merit pool Merit increases are encouraged for employees paid from grant /contract accounts.  Increases may only be awarded within the provisions of the sponsor guidelines for the grant, or contract. The pool will be based on salaries as of May 31, 2013 and will not be increased for any salary changes that occur after this date. A department will receive a pool allocation for any otherwise eligible employee who has terminated after May 31, Financial Affairs - Your Partner for Successful Solutions 4

Merit Awards Pool allocation by employee category cannot be supplemented or exceeded, with the exception that A&P merit funding can be used for Classified staff awards, but not vice-versa. If an award is recommended for an employee that transfers to another UTSA position before the merit is paid, the merit award amounts, not percentages will follow the employee.  In all cases, the prior department head will make the decision about the amount of merit to be awarded based on performance in the previous position for the review period. Financial Affairs - Your Partner for Successful Solutions 5

Merit Awards  For E&G funded positions, the Budget Office will coordinate any transfers of merit funding to the new department.  All other funding sources must pay the merit increase for employees that have transferred into a non-E&G funded position due to an internal recruitment. Financial Affairs - Your Partner for Successful Solutions 6

Merit Process & Timeline Calendar 7 ActivityAssigned ToDates Provide Training Sessions to Area LeadsBUDGET Merit TeamJuly 2, 2013 & July 8, 2013 Templates sent to Area Leads; Area Leads distribute templates within their areas; each division begins internal process BUDGET Merit Team July 8, 2013 Completed Templates due to Budget Office (Excel files) Area LeadsJuly 30, 2013 Process Salary Update Document (SUD) - with effective date 9/1/13 Area Leads / Departmental staff August 9 – August 14, 2013 (in new fiscal year) Human Resources final approves all Salary Update documents prior to HRMS FY Crossover NLT August 22, 2013 (pending final date of HRMS FY Crossover) Process Funding transfers for E&G accountsBudget Office August 26, 2013 through September 14, 2013 Permanent merit increase added to salary base September 1, 2013 for October 1, 2013 Paycheck

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