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Texas Woman’s University
FY 2017 Merit-Based Compensation

Staff: Merit Based Compensation FAQ's
Faculty: Merit Based Compensation FAQ's

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.

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.

Phase I
Non-Exempt Staff Employees
After completion of performance evaluations, all non-exempt employees receiving a “proficient,” “highly effective,” or “exceptional” rating will receive a 2% or $500 merit increase (whichever is higher). 

Phase II 
Exempt Staff Employees 
After completion of 2016 performance evaluations, all exempt staff employees receiving “proficient,” “highly effective,” and “exceptional” ratings will receive a 1% or $500 merit increase (whichever is higher).

After Phase I and Phase II merit awards are applied to base exempt and nonexempt staff salaries, Vice Presidents will be provided with the remaining available merit allocations (2% of the total salary budgets less the amounts awarded in Phase I and Phase II) to be awarded to exempt staff employees. Vice Presidents will be responsible for providing allocations to their department heads/unit leaders.

Phase II 
Faculty earning a rating of “meets minimal standards,” “excellent” or “outstanding” on the most recent annual performance review will receive the highest of a 1% merit increase, $500, or the ramp increase previously scheduled for 2017-18.

The remainder of the faculty merit funds will be divided between an increased amount for all faculty members with “excellent” or “outstanding” overall evaluations and merit allocations recommended by the Deans of the colleges and by the Senior Associate Provost who supervises the School of Management.

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.

Staff Performance Evaluation System

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

Self Appraisal and Performance Evaluation in SharePoint
Employee access to SharePoint 
Supervisor access to SharePoint 

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 
Supervisor access to Goals in SharePoint