ANR staff merit program guidelines

Dear Colleagues:

I am pleased to provide the ANR Staff Merit Program Guidelines (below), which contain the program parameters as well as the merit increase table for non-represented staff in the MSP and PSS personnel programs. Merit increases are effective retroactive to July 1, 2011.

The ANR Staff Personnel Unit will be working with the ANR Business Operations Centers to implement the payroll increases. Should you need more information, please contact the ANR SPU Office at anrstaffpersonnel@ucdavis.edu or Margaret Leong at Margaret.leong@ucop.edu.

Kay Harrison Taber
Associate Vice President for Business Operations

Agriculture and Natural Resources

July 1, 2011, Non-represented Staff Merit Program Guidelines

Parameters for the merit for non-represented career staff:

• The 3.0% pool of money is irrespective of fund source based on MSP and PSS base salaries.
• Eligible employees must receive a completed performance evaluation for their performance during the period of July 1, 2010, through June 30, 2011.
• Eligible employees must receive a minimum rating of meets expectations on their performance evaluation.

The following employees are ineligible for this salary program:

• Any individual who does not receive a completed performance evaluation.
• Senior Management Group employees
• Staff individuals earning $200,000 or more
• Staff having received any base-building increase on or after January 1, 2011, and prior to the payroll calculation for the November payment of the merit.
• Non-represented staff who are new hires on or after January 1, 2011.
• Non-represented staff still in their probationary period on July 1, 2011. Staff who moved out of a non-represented title prior to the payroll calculation for the November 1payment of the merit.

Exceptions

No exceptions to the Merit Program Guidelines will be accepted for individuals at this time.  There may be salary inequities that will have to be addressed as a result of merit increases.  Those may be considered after November 1, 2011.

Merit Distribution

Consistent with the Office of the President's goal of moving to a performance-based culture, this salary program is based on documented performance, achievement of goals and overall contribution.

The merit increase distribution was approved by the Vice President – Agriculture and Natural Resources.  Based on the overall performance evaluation rating, merit eligible employees will receive merits based on the following table:

Timing

Merit increases are effective retroactive to July 1, 2011, and are expected to appear for all eligible employees in November 1, 2011, paychecks for October earnings. Retroactive pay for July, August and September to be issued in November for UCLA- and UCR-paid employees, and will likely be issued separately in December for Davis-paid employees.

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