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The 2017-2018 Merit Pay Program

 On July 19, 2018, President Napolitano approved merit increases for fiscal year 2017-2018. A 3% pool based on merit-eligible staff salaries was authorized.  The increases will have an effective date of July 1, 2018, with anticipated payout dates of August 22nd for bi-weekly employees and August 31st for monthly paid employees.


President Napolitano announced in late 2015 that all campuses and locations are required to return to a merit-based pay for performance model for non-represented staff employees. The pay for performance program aligns individual employee objectives, milestones and targets with the university’s goals.

In a pay for performance model, the goal is to improve employee and organizational performance by rewarding individual employee effort and contributions. Employees who meet the expectations of their jobs or perform above expectations receive an adjustment in salary based on that performance. Employees no longer receive automatic across-the-board salary adjustments.

The salary program applies to non-represented staff in career or partial-year career appointments; it excludes student employees and anyone covered by Academic Personnel policies. Wages for union-represented employees are governed by labor contracts and are not affected by this program.

Merit Guidelines

Only employees who meet the following requirement will be eligible for merit increases:

  • Non-represented career or partial year career appointments as of January 15, 2018;
  • Contract employees: 1 year of continuous service (hired on or before Jan. 2, 2017)

Once your manager or supervisor determines your merit level, a merit increase will be determined using the parameters outlined on this chart. The amount of the merit award will vary according to your performance contributions and the available budget. Our program is supported by a limited budget provided by the campus and individual schools and departments. Every organization will be operating with the same 3 percent merit budget allocation. The fixed budget means that the actual merit increases will also be limited. The total of all employee increases within a department cannot exceed that organization’s allocated budget.

2017-2018  Merit Pay Matrix

Overall Performance Appraisal Rating Corresponding Salary Increase
1 - Unacceptable Performance 0.00% Increase Permitted
2 - Partially Meets/Needs Improvement 0.00% to 2.00% Increase Permitted
3 - Meets Expectations 2.25% to 3.25% Increase Permitted
4 - Far Exceeds Expectations 3.50% to 6.00% Increase Permitted
All Divisions agree to use the full merit ranges available in the Merit Matrix. No Division may erect rules inconsistent with the Merit Matrix. For example, no Division may decide that all employees receiving an overall “3–Meets Expectations” will receive a minimum of 3.00%. This is inconsistent with the Merit Matrix that allows these employees to receive +2.25% to +3.25%. By agreement, such constructs are disallowed for consistency and calibration.)

Impact of Vacancies

If an eligible employee vacates (internally or externally) a position between January 16, 2018, and the allocation of merit pay, that employee’s merit shall be forfeited by the Division and held in a central holding account to build funds for a central equity program.


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