Annual Review Season Ends Soon

By Staff
May 24, 2016

By June 10, all final performance ratings and merit decisions must be submitted to Human Resources for processing.

That means by now, supervisors have or are in the process of calibrating ratings with peers, completing evaluations and having or preparing to have conversations with employees about their performance.

Once final appraisal ratings are known, Vice Chancellors and Deans will be making merit decisions.

Until this point, supervisors have been thoughtfully considering performance, comparing it across the organization to ensure rating consistency, and making final rating decisions. Now, decisions about merit will be considered at the Dean and Vice Chancellor level. The reason merit decisions are made at this level is to create maximum financial flexibility.

Here’s how merit decisions are made

To reward performance with pay, each Dean and Vice Chancellor or organization (Health System) has a budget for merit increases for non-represented employees equal to 3 percent of eligible salaries.

For example, if a college spends $12 million on salaries for non-represented employees, then the merit pool is 3 percent, or $360,000. Based on the ratings given to employees, the Dean decides how to allocate merit pay increases within that budget.

On the Davis campus, each Dean and Vice Chancellor has been given the flexibility to decide how merit is allocated, with the ultimate goal of rewarding performance with pay. Therefore, there may be variation in the administration of the merit dollars. But in all cases, the final total of all merit increases must fall within the 3 percent budget. For an explanation of the merit allocation process, please visit this webpage with frequently asked questions.

For more information about how your school, college and division is considering merit decisions, contact your Human Resources Advisory Committee member, see the contact list.