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Texas Woman’s University
Staff Performance Evaluation and Merit-Based Compensation

Staff Performance Evaluation and Merit-Based Compensation for employees and supervisors (recorded sessions)

Please note the following updates to the merit program since the employee and supervisor sessions:

  • All exempt employees receiving a “proficient,” “highly effective,” and “exceptional” ratings will receive a 1% 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 1%, $500, or the ramp to which they were previously scheduled to move in 2017-2018 (whichever is higher).

    Employee and Supervisor Sessions
    Employee Power Point Presentation
    Supervisor Power Point Presentation

Self Appraisal and Performance Evaluation in SharePoint

Employee access to SharePoint 

  • This link provides employees’ access to the Employees Page to enter the Self Appraisal.
  • The employee’s Performance Evaluation will also be viewable here after the evaluation is completed.

Supervisor access to SharePoint 

  • This link provides supervisors’ access to the Supervisors Page to enter the Performance Evaluations of their employees. Supervisors should only enter the Performance Evaluation of an employee that has completed a Self Appraisal.
  • The Performance Evaluations of all direct reports to a supervisor are viewable here at all stages of the Performance Evaluation process so that supervisor may monitor the process.
  • Only completed Self Appraisals of all direct reports to a supervisor are viewable here.

Self Appraisal and Performance Evaluation Instructions

Instructions for Self Appraisal and Performance Evaluations

For Facilities Staff without Computer Access

Paper Classified Self Appraisal Form 

Tips for the Performance Evaluation Meeting

Employee Tips
Supervisor Tips

Goals in SharePoint

Employee access to Goals in SharePoint

  • This link provides employees’ access to the Employees Page to enter Goals
  • The employee’s goals will be viewable here after the goals are completed.

Supervisor access to Goals in SharePoint

  • This link provides supervisors’ access to the Supervisor Page to view the completed goals of all direct reports to the supervisor.
  • Only completed Goals of all direct reports to a supervisor are viewable here.

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.

Phase I
Non-Exempt Employees
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).

Phase II
Exempt Employees & Faculty
After completion of performance evaluations, all exempt employees receiving “proficient”, “highly effective”, and “exceptional” ratings will receive a 1% 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 1%, $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.

Merit eligibility*
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.