Achieve Together Merit

Linking Achieve Together with Merit

Merit will be assessed based on the five indicators in the Achievement Criteria, in addition to documentation from check-in conversations.

Achievement Criteria:

  • Collaboration
  • Goal Accomplishment
  • Inclusion & Belonging
  • Innovation
  • Job Mastery

There are three Performance Levels for each of the criteria:

  • Needs Attention
  • Well Done
  • Stand Out
Person giving a thumbs up sign

To determine the Performance  Level, managers and supervisors will refer to notes from check-in conversations, compare them to the behaviors for that particular criteria and identify a Performance Level that aligns most closely with performance within the performance evaluation period, April 1 to March 31. Check out the Achievement Criteria with definitions for each criterion at each Performance Level.

Managers and supervisors will assess the performance level attained across each of the five criteria considering performance contributions and documentation from three check-in conversations that cover the evaluation period. An example could be: Job Mastery = Well Done, Goal Accomplishment = Well Done, Inclusion & Belonging = Stand Out, Collaboration = Well Done, Innovation = Needs Attention.

Employees who are covered by Achieve Together and are otherwise eligible for salary increases or Merit are NOT eligible for an increase if they receive: 

  • Three (3) or more "Needs Attention" in any of the five Performance Levels, OR
  • "Needs Attention" for BOTH the Job Mastery and Goal Accomplishment criteria, even if all other criteria are Well Done or Stand Out

Why are there 5 Achievement Criteria?

In order to continue to build collaborative partnerships between managers/supervisors and staff, we need to broaden our focus to not only reward goal achievement, as was done in the past, but also job mastery (knowledge, skills, and abilities to do the work), inclusion & belonging (how we are collectively responsible for valuing, respecting, and celebrating diversity) collaboration (how we contribute to the success of others) and innovation (how we seek efficiencies and improve work outcomes).

What does this mean for merit pay?

Salary increases are granted to eligible employees in career, contract, and partial-year career positions based upon their job performance. Merit eligibility is contingent upon completing six months of service in PPSM. Managers/supervisors should determine an employee’s Merit salary increase based on a pay for performance approach given the assigned Performance Levels

If an individual contributor or manager/supervisor gets a Needs Attention for any one of the five criteria and Stand Out in the other 4 criteria, they must receive Merit at the Well Done amount. All Merit decisions should be confirmed in a unit calibration meeting.

Recommended* Salary Increase Guidelines

Overall Performance Level Needs Attention Well Done Stand Out
Increase Percentage 0% 2-4% 3+%

 *These are recommended percentage increases only (based on a 3% salary program) and will vary by unit based on unit calibration

What is the merit timeline?

Merit conversations happen in May/June, allowing unit managers to have calibration meetings and assign merit early enough that it can be effective July 1, and paid soon thereafter. Merit increase information must go to UCPath by early June. 

It's important for managers to finalize merit decisions within the May/June period to ensure that employees receive their merit pay adjustment on time, and eliminate the need for retroactive pay adjustments.

Note: merit dates are approximate and dependent on merit funding availability.