Skip to main content
uta
uta

Merit Increase Guidelines for FY 16-17

The University of Texas at Arlington’s merit increase program is designed to reward employees on the basis of excellence in their performance.  Unit heads are asked to determine differential increases on the basis of the performance of each staff or faculty member relative to the accomplishment of individual and unit goals.


Eligibility:
The employee must have been employed on or before March 1, 2016, and be a participant in TRS, ORP, or be appointed at least 50% time.

A rating of Solid Performance (SP) or higher is necessary to be considered eligible for a merit increase.

The faculty or staff member must still be employed in October 2016 to receive a merit increase.

Performance Categories and 3% percent Merit Pool Distributions.  Funding for all merit salary increases must come from your merit allocation pool.

Listed below are the definitions of performance categories and target distributions of merit increases.

Outstanding Performance:
These employees are your key contributors.  They consistently exceed performance expectations.  Their leadership and professionalism set an example for others to follow.

Special projects or assignments outside their regular role may have been necessary during the year and the individual successfully completed the project or assignment while maintaining her/his high level of performance on all duties.   Identify individual/s in your unit who you assigned to the most challenging and complex projects; identify individual/s who demonstrates excellent judgement and problem solving skills and based on these skills have contributed significantly to your organizational goals.  Employees rated outstanding this year may or may not be rated outstanding in future years.

Recommendations for outstanding performers should be in the range of 3-8% percent.

Any recommendation by a Dean or Vice President over 8% must be accompanied by a written justification and receive approval by the Provost or President.

Solid Performance:
Individuals who demonstrate complete mastery of role and responsibilities.  These individuals are reliable, consistent and often times go above expectations.  Individuals in this category are often part of special projects.  They are important members of the team performing their roles in a consistently reliable manner.

Recommendations for solid performers should be in the range of 1.5-2.5% percent.

Needs Improvement:
These individuals are not eligible for a merit increase.  Please contact Human Resources if you have any questions.

Funding Parameters and Discussion:
Merit pools for educational and general cost centers can be commingled with merit pools from other fund groups that are funded from designated tuition and/or mandatory fee accounts only. Central administration will provide funding for merit increases in educational and general cost centers and cost centers funded by designated tuition and mandatory fees. Enhanced designated tuition (EDT) and Accelerated Online (AP) cost centers must fund merit increases, for individuals appointed to these cost centers commensurate with the percentage of the individual’s appointment, from their FY16-17 budget allocations. Cost centers funded from other revenue sources (i.e. grants, contracts, housing operations, auxiliary enterprises, Division of Enterprise Development, revolving funds) must fund the merit for individuals appointed to these cost centers from income generated by that cost center.

Merit Increase Timeline

May 16

Merit pool allocations spreadsheets for faculty and staff increases will be emailed to the Provost and Vice Presidents. 

June 10

Merit pool allocation spreadsheets reflecting your recommendations are due to appropriate administrative offices (President, Provost, Vice Presidents) by 5:00 pm.

June 22

The President, Provost and Vice Presidents forward their reviewed and signed merit allocation spreadsheets to Human Resources for final review.

June 30

Human Resources sends Merit sheets to Budget Office.

August 25

The Provost and the Vice Presidents are notified of approved increases.

Week of September 12th

Human Resources will send a letter on August 29, 2016 notifying each employee of their new salary effective September 1, 2016.

September 1 Merit increases are to base salary.  They are effective September 1, 2016 and the increases will be reflected in October 2016 paychecks.