FY22 IT Performance Management

April 14, 2022

It’s that time of year again; the ITS performance and merit review process is underway. While feedback should be continuous throughout the year, the formal FY22 process has started and will continue through July.

For M&P staff, reviews inform merit or salary recommendations, while Local 34 team members’ increases are established within their contract. The effective date for merit increases for eligible M&P staff will be July 1, 2022. Please note the following critical dates for this phase of the review process within ITS:

  • By April 8: Team members submit end of the year self-assessments to their managers.
  • By May 4: Managers solicit feedback from those who are knowledgeable about team members’ contributions. Managers rate employees and write initial performance appraisals utilizing the ITS Focus form. The focus form is sent to the applicable SLT member for review.
  • By May 11: The performance calibration process concludes.
  • By July 28: Managers should conduct performance reviews and share performance rating and merit increase for eligible employees.

What is Performance Calibration?

Through this process, ITS leadership discusses performance for their direct reports to agree on the appraisal rating standards. This practice ensures that all managers apply a consistent set of standards when determining performance ratings. The calibration 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.

Please refer to ITS’s Performance Management web page for additional resources on the performance management process.

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