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2. Overview. Performance Appraisal Process and Salary RecommendationsMerit Increase Program (MIP) recommendationsKey MIP and Performance Management Program MilestonesSupport from Compensation and OHR staffQuestions . 3. Performance Appraisal Process . Managers should be working on perform
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1. Princeton UniversityOffice of Human ResourcesMerit Increase Program (MIP) AAMGFebruary 20, 2007
2. 2 Overview
Performance Appraisal Process and Salary Recommendations
Merit Increase Program (MIP) recommendations
Key MIP and Performance Management Program Milestones
Support from Compensation and OHR staff
Questions
Process similar to past years
Provide some context regarding total compensation
Time for questions
Process similar to past years
Provide some context regarding total compensation
Time for questions
3. 3 Performance Appraisal Process
Managers should be working on performance appraisals with their staff
Performance appraisal forms are on HR web site
www.princeton.edu/hr/manager/perfforms
Performance appraisals should be completed by April 13, 2007
Appraisal deadline extensions to 6/30/07 if requested
Reminder that salary recommendations should be aligned with performance
Managers should be working on performance appraisals now
Important staff feedback
Development and performance expectations
Appraisal information all throughout the year – appraisal earlier the better for best alignment
5 levels of performance again
Forms on the webReminder that salary recommendations should be aligned with performance
Managers should be working on performance appraisals now
Important staff feedback
Development and performance expectations
Appraisal information all throughout the year – appraisal earlier the better for best alignment
5 levels of performance again
Forms on the web
4. 4 MIP Pool and Landing Points Merit Pool = 3.8%
Five levels of individual performance
Exceptional – 4.0% or higher
Highly Effective – 3.2% to 4.0%
Effective – 2.0% to 3.2%
Requires Improvement – up to 2.0%
Unsatisfactory – no increase
VP/Dean may choose to withhold a portion of their pool to reward exceptionally high performance in their areas Overview notes
Thanks to President Wightman, Provost Disrober and the Priorities committee the pool is .2 higher than last year a significant amount in this operational budget. Staff salaries are a priority.
Every year, the market for staff salaries is reviewed to ensure competitive wages - look at local, regional and national
Pushed the landing points slightly higher in order to have the most impact to pay.
Over past several years, university has increased entire total compensation package
Overall salaries more in line with market
Major enhancements to benefits package over the last few years
Overview notes
Thanks to President Wightman, Provost Disrober and the Priorities committee the pool is .2 higher than last year a significant amount in this operational budget. Staff salaries are a priority.
Every year, the market for staff salaries is reviewed to ensure competitive wages - look at local, regional and national
Pushed the landing points slightly higher in order to have the most impact to pay.
Over past several years, university has increased entire total compensation package
Overall salaries more in line with market
Major enhancements to benefits package over the last few years
5. 5 Additional Variable Pay Option SPRA Award
Intended to reward exceptional contributions
Recognition based on completion of a special project or assignment in CY 2006
Awards are highly competitive
Additional means of rewarding an extraordinary contribution
We’ve added an additional feature which will allow you to reward for completion of a special project during the calendar year 2006 that has not been previously submitted.
The SPRA Award, normally awarded in July and December, allows you as managers the opportunity to reward an individual for a special contribution during the year.
The document should be completed as outlined in the general SPRA instructions
Information should be forwarded to Vani Pawar in HR Comp for review at the time the spreadsheet is submitted
A final determination will be submitted prior to the effective date of MIP and the SPRA payment We’ve added an additional feature which will allow you to reward for completion of a special project during the calendar year 2006 that has not been previously submitted.
The SPRA Award, normally awarded in July and December, allows you as managers the opportunity to reward an individual for a special contribution during the year.
The document should be completed as outlined in the general SPRA instructions
Information should be forwarded to Vani Pawar in HR Comp for review at the time the spreadsheet is submitted
A final determination will be submitted prior to the effective date of MIP and the SPRA payment
6. 6 Key MIP Dates and Milestones
Week of March 5 – HR launches Salary Management Web Site. Managers receive e-mail notification (memo) and instructions
March 5 through March 26 – Managers complete salary increase recommendations
April 2 through April 9 – Senior officers finalize pool distribution with HR
Week of May 21 – HR sends individual confirmation letters
Pay increases effective 6/18/07 (BW); 7/1/07 (Monthly)
7. 7 Support from OHR and Compensation
Contact Human Resources (ext. 3300) with general questions about process, guidelines, and instructions
HR will provide advice and counsel to managers on performance management and salary planning issues
Compensation support provided throughout the MIP process
Dot Garrison, Director, Compensation
E-mail – dorothyg@princeton.edu
Telephone 8-8628
Vani Pawar, Compensation Analyst
E-mail - vpawar@princeton.edu
Telephone 8-2847
John Flynn, Compensation Systems Analyst
E-mail - jflynn@princeton.edu
Telephone 8-3274
Questions?
Questions?