Merit Program Guidelines

The following information is for appraisal year 2017-2018

General Merit Eligibility Requirements

  • PSS: New non-represented 99 and K3 employees hired on or before November 1, 2016 and non-probationary by April 30, 2017
  • MSP employees hired on or before January 3, 2017
  • Employees with a completed appraisal and a rating of “Fully Achieved Expectations or better
  • Employment Appointment types of Contract (PSS and MSP), Floater, Per Diem and Limited Term are excluded

Inter-campus transfers

  • PSS: eligible if they were non-probationary at their former location, there was no break in service, and transferred on or prior to April 30, 2017.
  • MSP: eligible if they were in a career appointment as of January 3, 2017, there was no break in service, and transferred on or prior to April 30, 2017.

Employees at the maximum of the range: TBD pending notice from Office of the President

Appraisals:

Review period – May 1, 2017 – April 30, 2018

  • Appraisals must be completed on or before June 8, 2018
  • Online applications –
  • The top-tier ratings (Exceeds Expectations and Exceptional) have been collapsed into one rating (Exceptional) that speaks to performance above and beyond the responsibilities outlined in your position description. The rating Fully Achieved Expectations reflects employees who are fully contributing to UC Davis. Visit the website for more information on the new four-point rating scale

Calibration:

This is the process in which top level performance and performance ratings are discussed and normalized within a group. The conversations determine what differentiates a top performer from one who fully achieves expectations. The outcome of implementing this process will be to drive greater consistency in the rating process across the school, college or division. Each school, college or division has the flexibility to construct this process in the way that is most effective for them.  However, we recommend the adoption of the calibration principles listed below.

As a reminder, calibration discussions should occur when the appraisal is in the draft stage and has not yet been shared with the employee.

  • Within each school, college or division, an individual or group of individuals at the leadership level takes responsibility for coordinating and communicating the calibration and merit distribution process
  • Supervisors and managers within that school, college or division are directly engaged/involved with the calibration process

Distribution/Application of Merit:

Pending approval of a merit budget by the President, this is the process in which the merit dollars/amounts are applied to individual employees based on performance. Each school, college or division has the flexibility to construct this process in the way that is most effective for them. We recommend the adoption of the distribution principles listed below.

  • No across-the-board distribution. There is differentiation in the application of merit dollars
  • The only factor considered in the application or distribution of merit funds is annual performance (e.g. equity and/or placement in the range/market are not considered)
  • Application of dollars/merit is consistent across performance ratings
  • Supervisors are informed about the merit application process outcomes prior to communication with individual employees