Rating and Rewarding: The next "season" in ITS Performance Management

March 4, 2021

By early February, all ITS team members should have given or received their mid-year reviews. For M&P staff, reviews inform merit or salary recommendations, while Local 34 team members’ increases are established within their contract.

As we begin the “Spring” Rating/Rewarding phase of the review cycle, we would like to remind you that this year’s (FY21) schedule is accelerated. The effective date for merit increases for eligible M&P staff will be July 1, 2021. Therefore, the window to collect mid-year and end-of-year self-assessments from your team will be compressed. Please note the following critical dates for this phase of the review process within ITS:

  • By April 14: Team members submit end of the year self-assessments to their managers.
  • By April 30: Managers solicit feedback from those who are knowledgeable about team members’ contributions. Managers rate employees and write initial performance appraisals.
  • By May 24: Using the ITS Focus form, managers finalize performance ratings and appraisals.
  • By May 26: The performance calibration process begins.
  • By June 11: The performance calibration process concludes.

What is Performance Calibration?

Through this process, ITS senior leadership discusses performance for their direct reports to agree on the appraisal rating standards, then shares results with all ITS management levels. This practice ensures that all managers apply a consistent set of standards when determining performance ratings. This annual process ensures a fair and objective appraisal of the past year’s performance across the organization by applying similar standards.

How does the University and ITS approach Merit Pay?

The University and ITS are committed to ensuring fair and equitable compensation practices and maintaining competitive salaries. While Human Resources establishes guidelines for merit increases, ITS senior leadership determines what they want to accomplish with their merit pool allocation. Departments are encouraged to distribute merit dollars strategically. Doing so motivates, rewards, and retains high performers while also differentiating and rewarding employee performance.

Additionally, this approach to Merit Pay ensures rewarding team members for modeling IT Competencies and achieving performance goals. This process also conducts pay equity and market comparison analysis to determine if there are any gaps or if adjustments are needed to align with market compensation levels.

Refer to ITS’s Performance Management page and upcoming IT Update articles for additional information on this year’s M&P merit process.

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