Performance and merit increases for 2018
Performance management establishes clear goals that provide a direct line of sight from our everyday work to the university’s strategic mission and vision. The Office of the Provost administers the merit process for Teaching and Research (T&R) Faculty and VCU Human Resources administers the process for University and Academic Professionals.
November 2018 merit increases for T&R Faculty and University employees
- On May 11, 2018, the VCU Board of Visitors approved a budget that includes a 3% merit pool for T&R Faculty (bringing faculty salaries closer to the market) and a 1.5% merit pool for University and Academic Professionals.
- A merit pool is the amount of money schools and departments receive to administer as performance-based salary increases. With a merit pool, the salary increase amount varies from person to person based on performance.
- Eligible T&R Faculty and University and Academic Professionals must have been hired at VCU as of January 1, 2018, remain employed as of November 10, 2018, and have a recent performance evaluation on file.
- Eligible faculty must work an equivalent of 75 percent or greater.
- University and Academic Professionals must be in a salaried position of 50% FTE or greater.
- Merit increases are effective November 10, 2018 and will appear in paychecks on November 30, 2018.
- Merit increases are based on salary data effective August 10, 2018 (salary supplements processed as a special rate are not included as part of the base salary).
T&R Faculty performance reviews are conducted in accordance with the Annual Assessment of Faculty Performance policy and the school/unit’s annual performance review process/timeline. Salary increase recommendations are based on performance as documented by a performance evaluation(s). For any merit increase to be awarded, the overall performance rating must be at the level of satisfactory or higher.
The performance cycle for Classified staff and University and Academic Professional runs November 1 through October 31 each year. The annual performance review begins in November, starting with employee self-reviews. Employees and managers then work together to complete performance reviews in Talent@VCU as well as set goals and a career development plan* for the upcoming year. See the annual timeline below:
Employee completes current year self-review in Talent@VCU.
Employee and manager meet to discuss goals and career development plan for new performance cycle; employee enters goals and career development plan in Talent@VCU.
Manager completes current year performance review.
Manager approves and aligns performance goals for new performance cycle.
Reviewers complete calibration process for current year performance reviews, ensuring equitable performance standards are applied to all employees; manager review is shared with employee; employee and manager sign-off on the review, concluding the current year performance review process.
Mid-year reviews are conducted (optional school/unit decision).
This annual performance timeline aligns with the anticipated approval of VCU’s Strategic Plan, Quest 2025: Together We Transform. Cascading your goals from Quest, as well as your school/unit goals, and engaging in ongoing discussions throughout the year are core components of this new process. Learn more about performance management and Talent@VCU, or talk with the HR Professional in your school or department.
*Career development plan training is available in Talent@VCU starting mid-September 2018.
- The Commonwealth of Virginia plans to provide salary increases for state employees (including University and Academic Professionals, Classified staff, and Faculty) effective in June 2019. If approved, increases for T&R Faculty and University and Academic Professionals will be based on performance.
- VCU is developing plans for implementation of these increases should they be approved.
- The Virginia Department of Human Resource Management released a memo with details.
- Salary increases remain contingent upon the State meeting general fund revenues.