Performance management
Performance management establishes clear goals that provide a direct line of sight from our everyday work to the university’s strategic mission and vision. Merit increases for both faculty and staff are proposed for June 10, 2019; they are contingent upon approval of the state and VCU budgets.
VCU HR administers the merit process for staff and the Office of the Provost works with deans and school leadership to manage the merit process for faculty. Below is key information about the proposed June 2019 salary increases for faculty and staff:
- Faculty hired on or before August 25, 2018 are eligible for an average merit increase of 4%.
- VCU uses pay for performance to distribute its merit increases; increases will vary based on performance.
- In order to be eligible, faculty must be in a position of 75% FTE or or greater.
- University and Academic Professionals hired on or before January 1, 2019 with a performance rating of “developing” or higher are eligible for an average merit increase of 4% percent.
- VCU uses pay for performance to distribute its merit increases; increases will vary based on performance rating.
- In order to be eligible, University and Academic Professionals must be in a salaried position of 50% FTE or greater.
- Classified employees with a performance rating of “developing” or higher are receiving a 2.75% base pay increase. In addition, classified employees with three or more years of continuous state service as of June 10, 2019 and satisfactory performance are eligible for a 2.25% merit increase.
- VCU uses pay for performance to distribute its merit increases; merit increases will vary based on performance rating.
- For 12-month faculty and staff, merit increases are effective June 10, 2019 and will appear in paychecks on July 1, 2019.
For 9-month faculty, merit increases are effective on August 10, 2019 and will appear in paychecks on August 30, 2019
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:
November
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.
December
Manager completes current year performance review.
Manager approves and aligns performance goals for new performance cycle.
January
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.
May-June
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 available in Talent@VCU starting mid-September 2018.