2015-2016 Annual Salary Review Guidelines - Ithaca College

1 2015-2016 . Annual Salary Review Guidelines . Salary Administration Guidelines Provisions have been made to award general merit increases, additional merit increases, and one-time merit payments. The general merit increase fund has been established to recognize those employees whose performance has been consistently strong and who demonstrate the appropriate knowledge, skill and ability in meeting their job requirements. The additional merit increment fund has been established to allow supervisors the opportunity to reward superior performers. The one-time merit payment fund has been established to allow supervisors the opportunity to recognize those employees who have supported a one- time project or special initiative, or who have put forth extraordinary efforts when faced with unusual workloads or special circumstances.

2 Each of these funding categories has been defined, and Guidelines for determining individual Salary increments have been outlined. v Funding Categories A. General Merit Increases The general merit increase fund is available to provide adjustments based on individual performance. To qualify for a general merit increase the individual must demonstrate consistently good performance and display the following competencies throughout the year: Competencies Job specific knowledge The individual possesses and applies the expertise, experience and background to accomplish results and complete the work assigned effectively and efficiently.

3 Skills The individual has demonstrated the capacity or talent to carry out the responsibilities associated with the job and has fully met expectations for results. Behaviors The individual's actions result in high quality service, processes, programs and products while consistently seeking ways to improve outcomes and enhance service. The individual is collaborative, communicative, builds positive relationships, and is inclusive and adaptable. Consistently strong performers, who have exhibited sufficient knowledge, skill, and ability to fully meet the expectations of their role, as defined by the supervisor, will be eligible to receive a general merit increase of If there is a question about whether the individual has met any or all expectations, the supervisor is strongly encouraged to contact a representative in the Office of Human Resources to consult on the appropriate Salary adjustment and course of action.

4 The recommendations made during the Annual Salary Review process should be reflective of the communication given to the employee throughout the year regarding overall performance. There should be no surprises. In accordance with the College 's Performance Review Program, it is expected that there are on-going conversations taking place between supervisors and employees regarding department priorities and the role of each individual in accomplishing these priorities. In addition, each supervisor is expected to conduct and document a written performance Review by July 18, 2015. B. Additional Merit Increases Each vice president will receive funding to provide additional merit rewards for individuals who will receive the maximum general merit increase, and who have displayed exceptional performance throughout the year.

5 This year .50% of the Salary increment budget has been allocated to provide additional merit increases. The written performance Review will serve as the written justification for any additional merit recommendation. Page 2 Annual Salary Review Guidelines v Performance Criteria to be considered: Initiative The extent to which an individual is self-motivated and acts without prompting; generates ideas for change or improvement; embraces a challenge; willing to take risks and stays with the project or task until completion. Leadership The extent to which an individual is motivated and is able to motivate others to work towards a common objective; have earned and retained respect, creates a climate in which individuals are inspired to do their best; removes barriers, can see strengths and weakness; will make changes and shares the vision of the institution.

6 Results Orientation The extent to which the individual achieves results consistent with the organization's objectives. C. One-time Payments Each vice president will receive funding to award one- time merit payments to staff within their division. Employees who have made specific and significant accomplishments and who have performed well in support of a project or initiative during the year may be recognized with a one- time payment. Recommendations for awarding one- time payments can be made during the Annual Salary Review Process or at any time during the fiscal year. Supervisors will be required to write their specific recommendations defining the project/initiative or special effort and the results achieved by the individual.

7 The one- time payments will not be added to the individual's base Salary and will be made in one payment. The one- time payment fund is replenished at the start of each fiscal year. Once the funds are exhausted no further payments will be made until the fund is re- established in the following year. Recommendations made during the Annual Salary Review Process will require the supervisor to enter the written justification as a text document attached to the increment worksheet. The text box will be displayed upon entering an amount in the one-time payment field. v Other Considerations Salary Structure This year, the College 's Salary structure will be increased by.

8 50% (the minimum and maximum salaries/rates for each pay band will increase by .50%). Please keep in mind the pay bands represent market ranges for a wide number of positions. The actual pay band minimums and maximums are not representative of any one position. Rates for Newly Hired New employees starting work on or after March 2, 2015 will not be eligible for a Salary increment through the Annual Salary Review process. Other employees with less than a full year of service may receive the full general merit increment, although it is strongly recommended that the supervisor Review completely the individual's time in the position and possible need for further development and experience.

9 Supervisors should Review the competencies previously outlined and make the appropriate recommendations. Page 3 Annual Salary Review Guidelines Shift Premium The premium for both second and third shift will remain at $ per hour. Increment Worksheets The Increment Worksheets are being provided to you as on-line worksheets through Parnassus, the College 's on-line financial and human resources system. Detailed instructions on how to access the worksheets for your department have been provided as a separate document. Please complete the Increment Worksheets and Review your recommendations and receive approval from your executive officer by July 17, 2015.

10 Although you will continue to have view access to the worksheets, update access to the worksheets will no longer be available after 5:00 on July 17, 2015. The increment data will be processed electronically and verified by the Office of Human Resources. Once you have received approval from your Vice President that the Salary adjustments have been reviewed and approved, employees may be notified of their new salaries. Each supervisor is required to meet individually with each staff member in their department to discuss the Salary increment. Again this year, you will be given access to merge the Increment Worksheet data with form letters to create increment letters for all staff members in your department.