The Office of Human Resources

All regular staff (excluding temporary and union staff) that were hired on or before January 1, 2022 are eligible for an increase effective July 1, 2022 and they receive an overall rating of ‘Meets Expectations’ or ‘Exceeds Expectations’ on their annual review. Staff who receive an overall rating of ‘Partially Meets Expectations’ or ‘Does Not Meet Expectations,’ or who are currently on a Performance Improvement Plan (PIP), are not eligible for a salary increase. For staff who are on PIP, please contact your HR Business Partner for guidance.

The purpose of a PIP, or Performance Improvement Plan, generally means that you are working with your manager to bring your work performance up to a ‘meets expectations’ standard that you have both agreed on. Should an employee successfully complete a PIP, they will be eligible for an increase prospectively after the PIP has been completed. Please discuss with your HR Business Partner before submitting any salary increase for the employee who completes a PIP.

The approved base pay increase is effective as of July 1, 2022. The new salary will be reflected on the July 8 and July 15, 2022 paycheck.

Some of the key differences with the new process include:

1) Managers in collaboration with their leaders will have the flexibility to submit a recommended increase rate. 2) The review and submission of salary increase will be entered directly in the Workday Compensation module.

Your manager will provide salary increase information to you once approved and finalized.

There will be information sessions, learning materials and training available starting at the end of May, 2022. Additional information, related to the salary increase, will be available on the Human Resources Performance Reviews and Salary Increase Processes website.

If you have questions or need additional guidance on the new salary increase process, please contact the staff below:

If you have questions or need additional guidance on the process, please contact the staff below:

• Reports to and other ITS technology issues - ITS Support
• Performance Improvement Plan (PIP), zero increase or performance Review questions - Liz Tierney, Suzanne Albright, Katharine Colanton, Leila Connolly
• General compensation or equity questions - Erika Chin

Managers will have the flexibility to submit a recommended salary increase rate for each of their staff members (in collaboration with their department leader).

The Department/School Leader will provide the final approval for the salary increases based on the recommendation by the managers and the approved salary increase pool budget.

If employees’ salary increase is not submitted in Workday by June 17, they may not get a salary increase reflected in the first July paycheck. Please contact your HR Business Partner for support if you know you may have an issue completing the submission in time, and the best way to apply for a salary increase.

To be eligible for a salary increase this year, staff must be employed on or before 1/1/22. If your employee was hired after 1/1/22, they are not eligible for a salary increase this year but you still need to do the 6 month initial performance review/check in.

Part-time staff are considered regular staff and eligible for salary increases as long as they are not temporary or union staff, rated "Meets Expectations" or higher, and were hired on 1/1/22 or before.

Yes, she would be eligible if she meets all salary increase criteria.

Any employee hired on or before 1/1/22 is eligible for a salary increase if their performance is "Meets Expectations" or above. It doesn't matter that they changed jobs after January 1st.

You can discuss with Erika Chin in the Human Resources team, or if your department utilizes an Annual Salary Planner, you can check first with your Annual Salary Planner as they are in contact with Erika Chin regularly.

Each manager has two separate budget pools of 2.5% and .25% of their employees' pay. As those roll up, each level of management has 2.5% and .25% budget pools. If you have an exceptional circumstance where you believe you need additional funds, you need to make a strong business case and discuss this with your next level manager.

Yes, both the 2.5% and .25% pools are based on the department payroll of all employees.

Contact Erika Chin in Human Resources OR if your department has an Annual Salary Planner, you can check first with your Annual Salary Planner who is in contact with Erika Chin regularly.

HR encourages managers to use the following thought process:
1) Determine who your strongest performers are first.
2) Confirm they are paid within the salary ranges, e.g., at the market 25th percentile or above.
3) Review their pay position versus the median (50th percentile) based on data provided by HR/Compensation. Strongest performers paid farthest from the median should be the first to be considered for market adjustments as budgets permit.

No. Generally, an employee rated "Exceeds Expectations" should receive a larger increase than an employee rated "Meets Expectations" assuming their pay is reasonably similar. Even within the same performance rating, variation in the merit increase %s is expected. For example, an employee may be rated "Meets Expectations" who barely achieved that rating while another employee rated "Meets Expectations" who was on the cusp to be rated "Exceeds Expectations." A staff member who receives an “Exceeds Expectations” may be rewarded with a higher percentage increase than a staff member who receives a “Meets Expectations” rating.

Managers should contact Erika Chin via email only for any adjustment from the .25% pool based on market equity. You do not need to reach out to Erika Chin for adjustments from the .25% pool based solely on high performance. Erika Chin will provide current market data and verify that the request can be supported. If the manager only has one direct report or a small team, please work with your next level manager if you need to spend above the pool amount. Further, you may not need to spend the .25% pool unless you have a top performer and/or someone who is a strong performer paid low vs. market.

A Salary Planner will input the Salary Increase information into Workday on behalf of the department managers/leaders. If your department or organization has a Salary Planner, please discuss the salary increase recommendations with them.

The Human Resources/Performance Reviews website has a list of Annual Salary Planner by Department/Unit. Please review the list to find out if your department or unit has assigned an Annual Salary Planner.

For additional information visit Initial Review Policy page.

For this year, we will use the same performance review forms that have been used in the past. Next year, the reviews will be automated in Workday as part of the Continuous Performance Management project and we will no longer use paper forms at that time.

This year’s annual performance review has not changed. You will continue to use the template provided by HR to complete the review outside of workday.

Please send performance reviews to humanresources@brandeis.edu