CU Boulder is committed to equitable compensation practices, and as part of our efforts to continuously improve in this area the campus is instituting a streamlined merit allocation process for university staff. This process will help create consistency across campus in the way merit is allocated. Our campus culture of innovation, inclusion and efficiency supports the continuous refinement of such policies and practices.
Additionally, Colorado’s new Equal Pay Act (CO-EPA), effective Jan. 1, 2021, provides us the opportunity to review and enhance our campus processes for establishing and maintaining consistent and fair pay practices campuswide. A first step to ensure our campus is strategically positioned for the CO-EPA is to streamline the merit allocation process for our university staff population. No changes are being made to the merit allocation process for faculty, research faculty or classified staff.
Effective July 1, 2020, merit increases for university staff will follow a standardized campus allocation model administered by the campus Human Resources department, in collaboration with the Provost’s Office and Finance & Business Strategy. All university staff employees with the same performance rating will receive the same merit increase percentage determined by the campus executive leadership. Percentages will no longer be determined within each unit’s individual merit roster. For additional information, please refer to these FAQs.
Effective performance management is a critical part of our campus merit process in that equitable merit increases depend on fair and honest performance evaluations. Over the next several weeks, Human Resources will be sharing via email a series of tips and resources to help supervisors and department heads ensure consistent and aligned performance evaluations for their employees. In the meantime, please review information available on effective performance calibration as you begin your annual performance evaluations. Human Resources has staff available to train units on effective performance management and calibration. Please contact the Employee Relations team for assistance.
To be eligible for a merit increase when a merit pool is available, university staff employees must 1) have a performance rating on file with Human Resources for the most recently completed performance evaluation cycle, 2) have a performance rating of meeting expectations or above, and 3) have an active university staff appointment on the merit increase effective date, i.e., July 1, 2020.
Since the University of Colorado Board of Regents may apply different merit restrictions to officer-level positions, officer merit allocations will be managed separately from the campuswide university staff allocation process. Some exceptions may also apply to university staff employees paid on a regent-approved employment contract.
For questions or additional information about this process contact Human Resources.