FY10 Salary Setting Guidelines

Provided below is information regarding the preparation and submission of annual overall performance ratings and FY 2010 merit increase process procedures for eligible faculty and staff.  

Duke’s Performance Management Program

Each staff member should receive a written evaluation as part of the annual Performance Evaluation and Planning discussion. This evaluation should be based upon their performance of duties as described in the job description, established behavioral guidelines, and achievement of annual goals set last spring/summer.  The streamlined performance evaluation form (PEP) is recommended for documenting performance contributions and is available online at www.hr.duke.edu/pep/forms.html.  Evaluations should include an overall performance rating (OPR) reflecting performance contributions over the last year.  The recommended overall performance rating should be entered into the Salary Setting Tool between May 4 and June 5, 2009.  An analysis of the distribution of performance ratings will be reviewed by each Management Center.

Each individual should be evaluated based on his or her achievements with respect to established goals and standards.  At the same time, the communication of high standards of performance would typically result in not more than 30% of staff rated as Exceptional. 

Merit Increase Program Eligibility

Faculty:
All benefits-eligible faculty whose annual salary is $50,000 or less will receive a one-time, lump sum payment of $1,000 provided they are successfully meeting the expectations of their school or department.  Faculty on temporary appointments of a year or less are not eligible for the lump sum payment.  The same policy will apply to full time faculty who have salaries of $50,000 or less and who do not have clinical effort and compensation in the Private Diagnostic Clinic. 

Staff:
All staff in regular (not temporary) positions are eligible for a one-time, lump sum payment of $1,000 when the following criteria are met:

Current Salary, Hire Date, and Performance Evaluation

• The individual has an annualized base salary of $50,000* or less and has a standard work schedule of 20 hours/week or more (benefits eligible).
  • Lump sum payments for those who work fewer than 40 hours per week will be prorated.
    
    
• The individual must be hired before January 1, 2009 and earn a performance evaluation of “Successful” or “Exceptional” for FY 08/09.  Individuals with a “Needs Improvement” rating or who are in a performance improvement plan are not eligible.

Post Doctoral Associates and Job Family 27:
Post-Doctoral Associates and those in research related positions (Job Family 27) are included in this program.

Employees represented by collective bargaining units are not eligible for the lump sum payment and should refer to their respective bargaining unit agreement for guidelines on any negotiated increase.

Pay Dates and Withholding Information

The lump sum will be paid in the July 17 check for employees paid on the biweekly payroll and on the July 24 pay date for those paid on the monthly payroll.

Required taxes (Federal, State, and FICA) will be withheld on the lump sum payment.

Staff Pay Ranges and New Hires

Pay ranges for 2009 – 2010 will remain unchanged and salaries for new staff should be considered carefully in light of internal equity relationships.