Annual Performance Review
In the performance review process, the employee completes the job performance self-assessment. Then the employee and the supervisor engage in a dialog during which supervisor gives feedback on the employee self-assessment, reviews the employee's job performance during the past year and sets goals and development objectives for the upcoming year.
Merit increase budgets are recommended by the heads of each Campus and approved by the Board of Directors.
Merit Increase Eligibility
In general, employees, hired or re-employed prior to April 1, are eligible to be considered for a merit increase. For most non-probationary employees the effective date of the annual increase is the payroll start date closest to July 1. For newly hired or re-employed employees on probation, the merit increase will be effective after they have successfully completed their probationary period (without any retroactive effect).
Employees promoted, transferred, or demoted prior to April 1, are not eligible to be considered for a merit increase. The merit increase will be effective after they have successfully completed their probationary period (without any retroactive effect).
Employees hired, re-employed, promoted, transferred or demoted on or after April 1, are not eligible for a merit increase. These employees will be evaluated at the end of their probationary period (but will not receive a merit increase at that time). For employees hired, re-employed, promoted, transferred or demoted on or after April 1, the starting salary in the new position should take into account that the employee will not be eligible for a merit increase until July of the following calendar year.
Merit Increase Awards
Supervisors recommend whether an employee should receive any increase and, if so, the level of increase. Within the constraints of the merit budget, increases are awarded on the basis of the three factors listed in the "STATEMENT" section of this policy (above), and other University and Campus guidelines issued annually. Factors that should not be considered for merit increases include: length of service, market comparability, and cost of living.
All merit increases are subject to VP level approval.
Employees who disagree with their performance review may attach a statement to the review that will become part of their personnel file. The Dispute Resolution Policy, HRM 303, is not applicable to disputes concerning merit increases, but employees who disagree with their merit increase and performance review can raise the matter with their supervisor. Appeals may be taken to the senior leader for the Campus area.