This fiscal year 2019-20, the aggregate salary increase pool is 2 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 4 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 Staff HR Policies Staff Development (2a 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 policies and procedures for further information:
- Compensation Guidelines for Fiscal Year 2019-20
- Performance Management Policy
- Performance Management Procedure
- Staff Salary Policy
- Staff Salary Changes, Other Than Performance Appraisal Procedure
- CWRU Performance Management Salary Review Addendum
2019-20 Salary Administration Attachments
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