Date
of Last Review 4/14/2011
SME: Director of Personnel Systems Management
Department Managers/Supervisors establish departmental goals that once achieved by staff will result in a merit award. Only UTHCPC employees who demonstrate meritorious performance as established in this policy will be eligible. (See Criteria
for Merit Awards.)
UTHCPC only distributes monetary merit increases when funds are available. Percentages or flat amounts to be awarded will be based on funding as determined by the Administrator and communicated when funds are identified.
Department Managers must submit their list of departmental goals to the Administrator for approval. The Administrator may recommend changes and/or additions to the goals. Goals must support the departmental mission and some must include a customer service focus. Final approved goals will be presented to staff by their manager and will be posted in the department.
A merit increase may be:
 | A permanent increase to the employee's base salary, see UTHSCH procedure Salary Administration 5.09, "Merit Increase Added to Base Pay" section |
| A lump sum merit payment, see UTHSCH procedure Salary Administration 5.09, "Lump Sum Merit" section |
Eligibility: Employees must meet eligibility requirements, see Criteria for Merit Awards
Increase amount: The Administrator will determine how merits will be disbursed annually based on available funding. Merits may be a flat amount or a percentage of salary as determined by the Administrator. Merit increases added to base pay may not exceed the salary range maximum for that employee's position.
Note: If an employee exceeds the maximum of the pay range, the employee may be eligible for administrative days off.
Merit awards are disburses annually in the event available funding is identified by the Administrator. Timing of the effective date for merits may vary and is at the discretion of the Administrator based on the identification of appropriate funding. See General Performance Evaluation Information.
See UTHSCH procedure Salary Administration 5.09, "Criteria for Merit Awards" section. In addition, see the UTHCPC-specific criteria below:
| Employee must not have been on intensive supervision, received a written warning, or incurred a formal disciplinary action including suspension without pay, within the 12 month period immediately preceding the merit award. See Employee Counseling and Supervision. |
| Employee must: |
 | Have twelve months of continuous service with UTHCPC (however, 12 months of service does not guarantee a merit) |
|
Be within tolerable levels of attendance occurrences as defined in HCPC Unacceptable Attendance Policy. |
|
Have received a minimum of “Exceeds Job Requirements” or an “Outstanding” score on their last performance evaluation. |
|
Consistently demonstrates meritorious performance as established by departmental goals. |
|
Managers must document in writing how their employees have performed above and beyond job expectations meeting defined departmental goals. Written documentation will be submitted to Personnel Systems Management justifying in detail specific activities and/or accomplishments the employee has made or has been involved with in the 12 months preceding the merit award. Such documentation will include details on how the employee demonstrated goal attainment. |
Note: The Administrator may make exceptions to criteria based on extenuating circumstances.
This table describes the verification process:
Stage |
Description | ||||||||
1 |
The Department Manager/Supervisor forwards merit decision to the Director of Personnel Systems Management. | ||||||||
2 |
The Director of Personnel Systems Management:
| ||||||||
3 |
The Administrator returns approved merit awards for distribution and for personnel action processing. | ||||||||
4 |
The Department Manager/Supervisor gives acknowledgement letters to employees approved for merit award increases | ||||||||
5 |
Personnel Systems Management department enters the salary increases into the payroll and KRONOS database |
The Joint Commission Human Resources Standards
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