Princeton University is committed to encouraging excellence and rewarding individual and group contributions, including performance that supports University values, such as diversity, teamwork, flexibility, innovation, fiscal responsibility and leadership. One way we do this is through the annual Merit Increase Program (MIP).
MIP enables managers to recommend annual merit salary increases exclusively for staff based on the past year’s performance and contributions.
How It Works
Each year, the Priorities Committee determines a salary pool for the next fiscal year. The Compensation Team oversees the MIP by providing guidelines for managers. Program information is normally distributed by HR to senior officers and academic chairs and directors annually in March. They, in turn, work with office heads and managers to distribute their salary pool.
Managers enter salary recommendations in a salary administration module within PeopleSoft HCM. Senior HR managers
are available throughout the MIP process to help managers evaluate performance and decide salary recommendations.
Employees are notified by their managers in late May or early June about their new salaries. Individuals who perform at a satisfactory level or greater are normally eligible for an increase. Union employees follow their contracts
A new tool for managing your salary pool and processing merit increases is available this year: the Salary Administration Module within PeopleSoft HCM.
(The Office of the Dean of the Faculty establishes an annual increase program for faculty, and academic professionals.)
If you have a questions about a job classification or salary, you can call or send us an e-mail. We're here to help!