Merit Guidelines
Merit Increases
Purpose: The purpose of these guidelines is to establish a fair, consistent, and performance-based framework for merit consideration among eligible faculty and staff. Merit salary adjustments are intended to recognize staff and faculty members whose performance contributes to the University's mission, student success, and sustained excellence. We recognize and reward faculty members whose performance contributes to the University's academic mission through demonstrated achievements in their research enterprise and service objectives.
Meritorious Performance
Meritorious performance is defined as service that consistently meets or exceeds UHCL
competencies in the employee's respective job performance.
Staff members achievements that meets or exceeds the expectations and demonstrates meaningful contributions
in areas including, but not limited to: Quality of work, Efficiency and productivity,
Dependability and accountability, Collaboration and professionalism, Demonstrated
job related competencies, and Contribution to departmental and university goals. Performance
ratings, behavior competencies, and documented accomplishments will be considered
when determining meritorious performance.
Faculty members achievements that meets or exceeds the expectations of a faculty members in assigned
responsibilities in teaching, research/scholarship/creative activities, clinical activity
(where applicable), service and other assigned duties.
Eligibility: A benefits-eligible staff and faculty employee is an individual employed in a regular,
non-temporary staff position at .50 FTE (20 hours per week) or greater and who meets
all eligibility requirements outlined in these guidelines.
The following employee groups are not eligible for merit consideration under these
guidelines: Employees whose positions require student status as a condition of employment,
contract employees, temporary employees, temporary faculty appointments, including
Adjunct, part-time, Visiting and other non-benefits eligible positions such as; Teaching
Assistants, Graduate Assistants, Research Assistants, and hourly or monthly temporary
professionals.
Eligibility Requirements: Employees must meet all eligibility requirements outlined below.
| Requirement | Definition | ||
|---|---|---|---|
| Status | Must be classified in a regular, benefits-eligible regular position. | ||
| Funding | Must be in a based funded position. For staff and faculty members whose salaries are funded in whole or in part from sponsored projects or other restricted sources, merit increases are subject to sponsor requirements, available funding, and applicable University procedures. The merit pool for grant funding will mirror that of the institution subject to availability of appropriate funds in the grant to cover increases in salary and benefits. If the grant does not have available funding for merit increases, the grant personnel will not be eligible for a merit increase. . |
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| Employment | Must have been continuously employed in a benefits-eligible position for at least six (6) months prior to the effective date of the merit increase. | ||
| Performance | Staff: Have a completed performance appraisal on file indicating meritorious performance
by June 30, and it must be on file in the Office of Human Resources in accordance
with MAP 02.02.1.11 Staff Performance Appraisals policy. Faculty: Have received an Annual Faculty Review rating that reflects performance meeting expectations or higher, as defined by the faculty member's college evaluation system and in accordance with 03.A.02 AP-Annual Faculty Review Policy for the prior academic year. |
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| Mandatory Training | Must have completed mandatory performance appraisal training as required by policy. | ||
| Standing | Must be in good standing at the time merit recommendations are reviewed by June 30.
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| Position Changes | Staff: Must not have received a pay increase because of reclassification/promotion within 6 months (January 1 - June 30) prior to the date of merit determination. | ||
| University Debt | Employees must have cleared any delinquent debt by June 30. These employees will be included in the merit pool but will not be eligible for merit if their debt is not paid by the due date. | ||
Official communication regarding merit decisions will occur only after all approvals and budget authorization have been completed.