Guidelines for the Information Technology Compensation Plan
These guidelines are designed to assist department heads in the implementation of merit pay and cash awards as outlined in Article 66-Information Technology Compensation of the SEIU Collective Bargaining Agreement.
Positions in the Information Technology Plan effected by this agreement include:
- C1460 Operations Specialist
- C1461 Equipment Systems Specialist
- C1462 Information Technology Consultant
- C1463 Operating System/Network Analyst
- C1464 Analyst Programmer
Please refer to these OUS guidelines for information regarding the 3 competency levels within each IT classification:
Features of the program include:
- Merit pay with increases no less frequently than annually
- Cash Award Program
- Designated competency levels within each family which allow for career progression based upon changes in job responsibilities and requirements.
Merit Pay Increases
Merit pay increases for information technology positions are based on performance and given no less than annually. The table in Article 66 outlines the performance rating and percentage increase available to employees.
Cash Award Program
In addition to the Merit Pay Increase described above, employees may be eligible for the Cash Award Program. Use of the cash award program is to recognize significant accomplishments worthy of monetary recognition, such as completion of major projects. Unlike the merit pay increase, this program is generally used to reward discrete accomplishments. Awards may not exceed 7.25% of the annual salary within the performance cycle of one year. Cash awards are one-time awards, do not affect an employee’s base salary, and are funded by the department.
When considering a cash award for an employee of over $200, the supervisor should communicate with an ad hoc committee of at least two other supervisors of Information Technology employees to discuss the award and the reasons for the award. This ad hoc group can communicate electronically or in person, and helps insure consistent application of the standards for cash awards across units and divisions.
Performance Criteria may include:
1. Working at a higher competency level while completing a major project;
2. Undertaking and completing projects beyond the current work scope
3. Demonstrated leadership in undertaking, completing and following through on projects.
4. Accomplishments or work which model a high level of customer service to the University.
5. Accomplishments or work with positive and significant impact to the institution.
Complete the Cash Award Form and obtain approval from the director of the department. The completed and approved cash award form is then submitted to the Compensation Manager in Human Resources fapproval. All approvals, including Human Resources, must be completed by the 1st of the month in order to be included in the current month's payroll. Following approval by the Compensation Manager, the department director provides a letter to the employee detailing the cash award and rational for the award. A copy of the letter should be sent to Human Resources.