This fiscal year, 2019-20, the aggregate salary increase pool is two percent. This means that overall salary increases (inclusive of any combination of merit, promotion and equity adjustments) within a unit may not exceed the salary pool.
Merit increases should remain within the departmental budgeted salary pool. Any merit increase at or above four percent will need a written justification memorandum signed by the department head and budget officer submitted to Human Resources. Employees whose overall rating falls in the lower two rating categories of slightly below standards or below standards are not eligible for a merit increase per the Annual Performance Review Process Procedure.
A completed Performance Management Outline must accompany all staff employees’ merit reviews. This outline is needed even if a merit increase has not been awarded.
As in previous years, individual staff salaries must fall within the salary grade range, and employees being promoted must have a salary at least equal to the range minimum.
Please refer to the following HR Staff Policies for more information:
- Annual Performance Review Process Policy
- Annual Performance Review Process Procedure
- Staff Salary Policy
- Staff Salary Changes, Other Than As Part of the Annual Performance Review Process Procedure
- Salary Review Addendum
Internal Equity Considerations
For guidance on internal equity considerations, see here.
Additional Project Pay Request
Where an employee is assigned additional project work or reassigned to another position in a higher or lower salary grade for more than 30 days, the salary may be adjusted to be in line with the interim position for the duration of the interim assignment. For guidance on additional project pay, see here.