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Pay Adjustments

Performance-Based

Performance-based adjustments are delivered in the form of annual increases, typically referred to as merit increases. Merit increases are used to recognize and reward staff who meet or exceed performance standards. Merit increases are not entitlements, and should be aligned with the staff member’s level of performance.

The annual merit increase budget will be determined by the Division of Human Resources by considering relevant market data as well as relevant budget constraints. The Division of Human Resources is responsible for communicating the merit budget and merit guidelines. Annual merit increases will be effective on July 1.

Managers will recommend merit increases based on the evaluation of each eligible staff member. Portfolio owners will be responsible for allocating their merit budget based on these recommendations, and within the guidelines established by the Division of Human Resources.

The guidelines for performance-based adjustments or merit increases are directly tied to the results of the performance management process. Performance Management is a continuous cycle carried out by the manager. Managers are responsible for ensuring the work performed by their staff is contributing directly to the department, division and Institute’s goals and objectives.

The Performance Management Tool (PMT) is used to clearly define job responsibilities, core competencies, goals and objectives, career development/improvement plans and job requirements. The PMT is also used to establish performance standards and measure performance.

Performance standards are the criteria managers use to assess staff performance and to ensure that results are properly aligned with department, division and institute goals and objectives. Specification of performance standards is essential in order for staff to have a clear idea of the basis upon which performance will be evaluated.

Job performance is considered satisfactory when staff are meeting or exceeding the established performance standards. Throughout the evaluation period managers should observe staff performance in relation to the established performance standards. These observations will provide the information needed to objectively evaluate and discuss job performance on a day-to-day basis.

On an annual basis, Rensselaer requires managers to conduct a formal assessment of staff performance using the PMT. The performance evaluation is intended to assess the employee’s effectiveness in performing the duties and responsibilities in meeting the performance standards and achieving goals and objectives. It is also intended to provide recognition to staff and encourage staff to develop their potential by providing a communication tool for the manager and employee to set attainable goals and objectives.

 
Last modified: February 25, 2010
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