Texas Woman’s University
FY 2017 Merit-Based Compensation
The FY 2017 budget includes ~$2 million (2% of the total salary budget) for sustainable merit increases. Merit is intended to reward performance and should not be allocated across the board. A merit increase is an increase to recognize meritorious job performance but is not associated with a promotion or a change in job title resulting from a significant change in job duties.
After completion of performance evaluations, all non-exempt employees receiving a “proficient”, “highly effective”, and “exceptional” rating will receive a 2% or $500 merit increase (whichever is higher).
Exempt Employees & Faculty
After completion of performance evaluations, all exempt employees receiving “proficient”, “highly effective”, and “exceptional” ratings will receive a 0.75% or $500 merit increase (whichever is higher). Faculty earning a rating of “meets minimal standards,” “excellent” or “outstanding” on the most recent annual performance review will receive a 0.75%, $500, or the ramp to which they were previously scheduled to move in 2017-18 (whichever is higher).
After Phase I and Phase II merit awards are applied to base salaries, Vice Presidents will be provided with the remaining available merit allocations (2% less the amounts awarded in Phase I and Phase II) to be awarded to exempt employees. Vice Presidents will be responsible for providing allocations to their department heads/unit leaders.
Each department head/unit leader awarding merit should follow directions provided by his/her respective Vice President for the routing and approval of merit recommendations prior to submitting these recommendations to the Budget Office.
To be eligible for a merit increase, an employee:
Must have been employed before February 1, 2016
Must not have been awarded a merit increase after February 1, 2016
Must not have received a promotion or re-classification (if either resulted in a salary increase) after February 1, 2016**
Staff: Must have demonstrated meritorious performance as documented on a current year performance evaluation with a “Proficient” or higher overall rating that has been conducted in accordance with university policies. There are five levels on the staff Performance evaluation: Unsatisfactory, Inconsistent, Proficient, Highly Effective and Exceptional.
Faculty: Must have demonstrated meritorious performance as documented on the most recent annual performance evaluation with a “Meets minimal standards” or higher overall rating that has been conducted in accordance with university policies.
*Employees serving in an “interim” capacity are eligible for a merit increase based on their salary prior to their “interim” appointment.
**Faculty receiving rank promotions during this period will not be excluded from merit consideration.