Staff Compensation Program and “Merit” Pay

Raises for the URA bargaining unit for Fiscal Year 2017/18 will be based on a merit pay pool, and will be effective on July 1, 2017.

The URA-Rutgers Agreement provides , in Article 41 Salary Improvements, C. (p. 25 in the red URA contract book)

  1. Fiscal Year 2017–2018
  • A salary pool of 2.25% of the URA-AFT salary base as of March 1, 2017 for eligible
  • bargaining unit employees shall be available for merit- based salary increases pursuant to this
  • SCP effective July 1, 2017.
  • Employees who are rated as “meet standards” shall receive an
  • increase to base salary of no less than 1.25% and no more than 3%.
  • URA unit members who are in a URA unit position on the university’s payroll on January 1, 2017, and remain employed in a URA unit position on the university’s payroll through the payment date of the increase, areeligible for a merit-based salary increase from this salary pool.
  • The new rate of pay will be effective July 1, 2017. Employees who do not receive an evaluation by April 30, 2017, shall receive an increase to their base salary of 2.25%.

The forms used for the evaluation can be found in the contract book.

Keep in mind during the performance evaluation phase:

  • You have the right to submit a self-evaluation, to respond to the content at the time you sign, and to appeal once you have the results of your raise. Doing the self-evaluation prepares you for all of these steps.
  • Your signature on the performance evaluation is for receipt only and does not mean you agree with the evaluation.

Protections: Since our first contract in 2008, we have negotiated the following protections : Merit pool for salary increases

  • The pool of money for these raises must be entirely spent on raises to the URA-AFT bargaining unit.
  • 99% of the unit will receive a “Meets Standards” rating, based on previous years’ results. You will not be fired, or disciplined as a result of a poor review, and most of those who “fail” one year will meet standards in the next year.
  • If supervisors do not evaluate their employees according to the SCP, they can’t use the salary pool to reward OR penalize—the 2.25% average raise prevails.

Problems: Still, there are significant problems with our system of merit pay, which can be frustrating for members and managers alike.

  • There is no mechanism to match the size of the raise to the quality of the performance ions. The evaluation is a Pass/Fail grade with an A, B, C, D, E, F reward.
  • Supervisors are not given guidelines to compare employees, but still must divide up the pie.
  • The minimum and maximum of each salary grade stays the same. If you are at the top of your grade, you will receive your merit pay as a one-time bonus ; if you are near the top, may be part raise and part as a bonus.
  • The appeal process does not provide for a raise, only sets the record straight

Your supervisor’s evaluation is only a recommendation to a higher level (Dean, VP, even Chancellor). The decision-maker may not know your or your work.