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- Merit Increase Program
- 1. What is MIP?
- 2. What is the objective of MIP?
- 3. Why are performance appraisals done at this time of year?
Providing employees with performance feedback and annual appraisals is a critical supervisory responsibility. Performance is the only factor managers should consider when determining merit increases for staff. Therefore, all managers are encouraged to complete the performance appraisal process prior to deciding how to allocate the department’s merit pool.
- 4. When are salary increases effective?
Monthly-paid staff member increases are effective July 1, 2013.Biweekly-paid staff member increases are effective June 10, 2013.Staff members who work less than 12 months receive their increase in in their first paycheck after returning to work.Staff members in departments with differently timed merit cycles receive their increase in the respective cycles.
Union employee increases are subject to terms of their contracts.
- 5. Who is eligible for a FY2014 merit increase?
- 6. Who is not eligible for a FY2014 merit increase?
- 7. When are MIP guidelines and related materials distributed?
- 8. When will the merit increase letters be distributed?
- 9. How is the merit pool determined for each MIP cycle?
The merit pool is recommended by the Priorities Committee each year and approved by the Board of Trustees. It is administered by the Office of Human Resources for HR employees. The Office of the Dean of Faculty administers a similar but separate merit-based program for faculty and nonfaculty academic employees.
- 10. How are merit increases processed when there are temporary overrides or other unusual situations?
For employees with temporary overrides, the merit increase for FY2014 is calculated on the salary with temporary override. When the temporary override ends, Human Resources will remove the override and apply the same recommended merit increase percent to the base salary to determine the employee's new FY2014 base salary.
- 11. How are merit increases processed when reclassifications or other salary increases become effective?
If the department approved and submitted merit increase recommendations for the department to HR and if, between March and July 2013, an employee has an increase in salary due to a reclassification or other salary adjustment, Human Resources will apply the same merit increase percent to revise the employee’s base salary accordingly. If the department has not submitted the merit increase recommendations to HR, SAM will be updated with the employee’s adjusted salary.
- 12. When is it appropriate to give no increase?
It is appropriate to give no increase to employees who have demonstrated unsatisfactory performance; are being disciplined for misconduct and/or were recently hired with a salary set for the next fiscal year; are scheduled for termination for employment, including retirement; anticipated on or before July 1, 2013.
- 13. What were the salary increase pools for the last 5 years?
- 14. When are classes and lunchtime matinees regarding performance management being offered?
- 15. How are salary increases handled for new employees hired before 3/1?
Depending on date of hire and performance, increases should be prorated based on the length of time that the employee worked at Princeton.Proration Calculation: The proration calculation is based on the number of months an individual is employed during FY2013. For example, someone hired on January 1, 2013, whose performance thus far has been exceptional warranting a 2.8% increase, may receive a 1.4% merit increase to reflect half of the year.Blended Calculation: A blended calculation may be utilized for increases for individuals who were promoted or transferred into new a position. For example, if an employee was promoted on January 1, 2013, and the former supervisor rated the individual’s performance in the previous position as highly effective warranting a 2.8% increase and the current supervisor rates the performance in the new position as effective with a 2.0% increase, you can blend, or average, the increase to 2.4%. You may use different dates than provided in the table below.Proration ScheduleEligibilityActionDatesEligibilityNew HireHired between July 1–October 31, 2012Eligible for full increaseHired between November 1, 2012–
February 28, 2013Eligible for a prorated increaseHired on or after March 1, 2013Not eligible for increasePromotion or Transfer to New PositionPromoted between July 1, 2012–
October 31, 2012Eligible for full increasePromoted between November 1, 2012–
February 28, 2013Eligible for a blended increasePromoted on or after March 1, 2013Not eligible for increase
- 1. What is overtime?
- 2. How is overtime calculated?
Effective March 1, 2011, the method of calculating overtime as described University policy 7.1.1 Overtime Pay, the Services Employees International Union (SEIU) contract, and International Union, Security, Police and Fire Professionals of America (SPFPA) contract was modified to calculate overtime based on actual hours worked only. In other words, nonproductive paid time (or paid absences) are not considered as time worked for the purpose of calculating overtime.
Prior to March 1, 2011, University policy 7.1.1 Overtime Pay and union contracts had provided University employees with two extra benefits not available under FLSA: (1) time worked in excess of eight hours on a regularly scheduled workday had been paid at time and one half the employee’s hourly rate and (2) nonproductive paid time (paid absences) had been considered as time worked for the purpose of calculating overtime pay.
- 3. What is considered nonproductive paid time?
Any paid absence for which an employee may be compensated under University policy and/or contract is considered nonproductive time. For purposes of the overtime policy, this includes any combination of the following:Bundled time or PTO bank
- 4. Is an employee who regularly works an eight-hour shift, Monday through Friday entitle to overtime if, on Monday, the employee works ten hours?Yes. Under both the old and modified policy, employees who are regularly scheduled to work eight hours in a day are entitled to overtime for all hours worked in excess of eight on any regularly scheduled workday. Exceptions apply for employees who regularly work 10 or twelve 12 hour workdays.MondayTuesdayWednesdayThursdayFridaySat.Sun.Payment1088880040 hours of straight time and 2 hrs of overtime
- 5. An employee regularly works an eight hour shift, Monday through Friday. The employee uses eight hours of paid time off (PTO) on Monday, works Tuesday through Friday and then works eight hours on Saturday. Is the employee entitled to overtime for all hours worked on Saturday?
No. The eight hours of PTO used by the employee on Monday are not included in the calculation of a 40-hour work week for overtime purposes. By the end of Friday, the employee will have worked 32 hours that count toward the overtime calculation. Accordingly, the employee will be paid regular straight time pay for the right hours worked on Saturday.MondayTuesdayWednesdayThursdayFridaySat.Sun.Payment8 hours of PTO8 hours8 hours8 hours8 hours8 hours40 hours of straight time and 8 hours of PTO
- 6. Same example as question 5 with the exception that the employee works an additional four hours on Sunday. Is the employee entitled to overtime for all hours worked on Sunday?
Yes. As of the end of the employee’s shift on Saturday, the employee will have worked 40 hours in the same workweek. Any additional hours worked on the Sunday will be in excess of the 40 hour workweek and eligible for overtime.MondayTuesdayWednesdayThursdayFridaySat.Sun.Payment8 hours of PTO8 hours8 hours8 hours8 hours8 hours4 hours40 hours of straight time, 8 hours of PTO and 4 hours of/overtime
- 7. An employee works a 9 a.m.-5 p.m. shift Monday through Friday. On Monday, the employee uses eight hours of jury duty leave and does not work the regular shift. The employee is called in to work from 7 p.m. to 11 p.m. on that same Monday. Is the employee entitled to overtime for work done during the hours of 7 p.m. to 11 p.m.?
No. The employee would only be paid regular straight time pay for the hours worked on Monday. The eight hours of jury duty leave are considered nonproductive paid time, which does not count as time worked for purposes of calculating overtime.MondayTuesdayWednesdayThursdayFridaySat.Sun.Payment8 hours of jury duty and 4 hours worked8 hours8 hours8 hours8 hours36 hours of straight time and 8 hours of jury duty leave
- 8. An employee regularly works an eight hour shift, Monday through Friday. In one week, the employee works 10 hours Monday through Thursday and then is off on Friday due to a holiday. The employee then works eight hours on Saturday. How much overtime is the employee entitled to for the week?
The employee would be paid eight hours of overtime based on time worked in excess of eight hours in a day for Monday through Thursday. Although the employee had worked forty hours in a workweek, the hours worked on Saturday would be paid at straight time because the employee would have already received overtime payment for the extra eight hours worked Monday through Thursday.MondayTuesdayWednesdayThursdayFridaySat.Sun.Payment10 hours10 hours10 hours10 hours8 hours of holiday8 hours40 hours of straight time, 8 hours of overtime and 8 hours of holiday
- 9. An employee regularly works an eight hour shift, Monday through Friday. On Monday, the University is closed due to a weather emergency. The employee is called in to work as a critical services employee and works eight hours during the University emergency closure weather. The employee then works the regular shift Tuesday through Friday. The employee also works an additional eight hours on Saturday in a noncritical services capacity. Is the employee entitled to overtime for the hours worked on Monday?
No. However, the employee would be entitled to premium pay compensation under the University policy 5.0.4 Work Schedules Affected by a Weather Emergency or applicable union contract for the work performed as a critical services employee.
- 10. In the same example in question 9, is the employee entitled to overtime for the hours worked on Saturday?
The employee will be entitled to eight hours of overtime for the work performed on Saturday since the employee worked forty hours during that week prior to Saturday. While the hours worked on Monday were in the context of a weather emergency, they still count as time worked for the purpose of calculating overtime.MondayTuesdayWednesdayThursdayFridaySat.Sun.Payment8 hours of critical services8 hours8 hours8 hours8 hours8 hours32 hours of straight time, 8 hours of overtime and 8 hours of premium pay for weather emergency
- Salary Administration Module (SAM) Technical Support
- 1. Is documentation available to help me use the Salary Administration Module (SAM)?
- 2. Who can I contact for technical support?
- 3. Can I use my Macintosh computer to administer this process?
- 4. The SAM Job History (or Summary Report) does not run when I click on the report name. What should I do?Most likely your browser is blocking pop-up windows. The report needs to opens a new browser window or tab before it can display the report. Please turn off your browser’s pop-up blocker while you are logged into PeopleSoft SAM.
Note to Mac users: While SAM works with Safari, you will be required to globally allow pop-ups, which may not be a security setting you want to keep long-term for other websites. We recommend you use Firefox where you can allow pop-ups only for specific sites, like the PeopleSoft SAM system.