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FAQ - Pay-for-Performance Information for Managers
- I hired an employee who previously worked in another department as a non-aligned staff employee for part of the appraisal period. Do I need to consult with the employee's previous supervisor on his appraisal?
If the employee worked six months or more in another department as a Managerial, Professional, Supervisory, and Confidential (MPSC) staff employee, it is a common practice to consult with his or her other supervisor. This ensures that the employee is recognized for work accomplished in his prior position.
- I am a new supervisor and inherited standards that were written by my predecessor. However, I do not agree with the standards set. How should I address this?
- First, it is important that your employee is appraised on the key duties and standards that were previously set. Therefore, your predecessor's standards are what should guide you in this spring's appraisal process. Second, part of the appraisal process is to consider goals for the coming year. During the appraisal meeting, you should discuss with your employee key duties and standards for the coming year. At that time, standards can be rewritten to meet your unit’s needs.
- First, it is important that your employee is appraised on the key duties and standards that were previously set. Therefore, your predecessor's standards are what should guide you in this spring's appraisal process. Second, part of the appraisal process is to consider goals for the coming year. During the appraisal meeting, you should discuss with your employee key duties and standards for the coming year. At that time, standards can be rewritten to meet your unit’s needs.
- I have an employee who is currently taking a 12-week medical leave. Is she eligible for a salary increase?
- Yes. Only employees who have been on leave for 6 months or more before the eligibility date are not eligible for a salary increase.
- Can an employee grieve my appraisal?
- There is no “grievance” procedure. However, an employee may invoke the review process if he or she claims that Pay-for-Performance procedures were not followed, that there was a demonstrable factual inconsistency, or that he or she was not evaluated according to the performance standards for his or her job. This signals the importance of communicating to your employee, verbally and in writing, what his or her key duties and standards are. Additionally, employees should be provided the opportunity to discuss their performance standards with their direct supervisor. For more information, you can read the Review Procedures if Process is Not Followed.
- There is no “grievance” procedure. However, an employee may invoke the review process if he or she claims that Pay-for-Performance procedures were not followed, that there was a demonstrable factual inconsistency, or that he or she was not evaluated according to the performance standards for his or her job. This signals the importance of communicating to your employee, verbally and in writing, what his or her key duties and standards are. Additionally, employees should be provided the opportunity to discuss their performance standards with their direct supervisor. For more information, you can read the Review Procedures if Process is Not Followed.
- Are increases for 10-month staff different than those for 12-month staff?
Eligible 10-month or part-time staff receive salary increases based on their prorated salary, according to the usual payroll procedures.
- How do I address an increase for an employee who is in an acting capacity?
The employee should be appraised on all of his/her duties fulfilled during the appraisal period. Eligible staff currently in an acting assignment will receive salary increases based on their pre-acting salary and then the acting rate will be recomputed.
- One of my staff members had her position reclassified. Will she still get a salary increase through P4P?
Yes. Eligible staff who are promoted or reclassified with an effective date of June 30, 2008, or earlier will receive a P4P increase based on the salary in effect on this date.
- I hired a new non-aligned MPSC staff employee on January 8, 2008. Is he eligible for this year's program?
No. Staff who were newly hired at the university after January 2, 2008, are not eligible for salary increases, but performance standards should be established for the next rating period.
Managers who have additional questions about P4P should contact their HR Consultant.
