Plan's Changes Highlighted
Spectrum Volume 17 Issue 2 - September 1, 1994
Personnel Services has received additional information concerning the Incentive Pay Plan. The following gives a short summary of the changes for the current performance evaluation cycle.
RECEIPT OF 2.25-PERCENT SCALE ADJUSTMENT IS NOT AUTOMATIC
In the previous performance cycle, there was an across-the-board structure adjustment of 2 percent for all classified employees in addition to the merit increase based on the performance evaluation rating received. This year the structure will be adjusted but all increases will be based on merit only (each salary step is equivalant to 2.25 percent).
PROMOTIONS/DEMOTIONS/LEAVE WILL HAVE NO EFFECT ON ELIGIBILITY FOR STEPS
Again, in the previous cycle, certain salary actions affected the amount and timing of incentive increases and bonuses. Promotions , demotions (depending upon the effective date) and the amount of leave used were prorated. These actions will not affect the incentive incrases in this performance cycle.
I NCREASES FOR NEW EMPLOYEES UPON COMPLETION OF THE PROBATIONARY PERIOD
New employees hired during the second half of the performance cycle (May 1, 1994, through Oct. 31, 1994) and rated Meets Expectations will continue to be eligible for a one-step increase effective approximately one-and-one-half months following the completion of their probationary period. Unlike last year, these employees will receive no increase if rated Fair But Needs Improvement or Does Not Meet Expectations .
Before the increases go into effect the salary structure will first be adjusted; therefore, salaries of employees who are hired at step one of the salary range during this period will fall below the new step-one (on Dec. 1, 1994) until they are eligible for the one-step increase.
BUDGET LIMITATIONS
The Department of Personnel and Training reports that the calculation of finding for the Dec. 1, 1994 increases assumes an average increase of 3.57 percent. The funding formula is based on the distribution of ratings in a prior year ( not 1993) as follows.
The cap on Exceptional raises at Virginia Tech will be 9.2 percent of the budget.
EXCEPTIONAL 9.2 percent
EXCEEDS EXPECTATIONS 41.3 percent
MEETS EXPECTATIONS 47.0 percent
DOES NOT MEET OR FAIR 2.5 percent
AVERAGE INCREASE OF 3.57 percent
SCALE WILL BE ADJUSTED PRIOR TO SALARY INCREASE IMPLEMENTATION
* If an employee is at Step 20, they go will go to Step 19 and will be eligible for one step if they receive a rating of Meets Expectations or better.
* If an employee is at Step 19, they will go to Step 18 and will be eligible for two steps if they receive a rating of Exceeds or better.
* If an employee is at Step 18, they will go to Step 17 and will be eligible for three steps if they are rated Exceptional and designated to receive the three-step increase.
HOURLY WAGE EMPLOYEES (Non-Student Payroll)
* Salary increases of 2.25 percent (one step) are required for hourly wage employees.
* Increases may be withheld for recently hired wage employees until they have completed 7.5 months of service, as provided for new classified employees.
* Departments may grant increases of up to 6.9 percent (three steps) to hourly wage employees if there is an established performance-evaluation procedure in place.
IPP/PERFORMANCE EVALUATION WORKSHOPS
This workshop is designed for evaluators and reviewers who have not attended this training previously. REGISTRATION IS REQUIRED. Contact Vicky Price at 1-9331 or send an e-mail note to PRICEVS@vt.edu
Tuesday, Sept. 6, 1:15-3:45 p.m., DBHCC conference room F.
Friday, Sept. 16, 8:30-11 a.m., DBHCC conference room G.
Tuesday, Sept. 20, 9-11:30 a.m., DBHCC conference room G.
INCENTIVE PAY PLAN INFORMATIONAL SESSIONS
These sessions are designed for both employees and supervisors and will include the updates and provisions for this performance cycle. Registration is NOT necessary. All sessions will be held in the DBHCC auditorium.
Wednesday, Sept. 7, 11-noon.
Thursday, Sept. 15, 9-10 a.m.
Tuesday, Sept. 20, 1-2 p.m.