Discretionary Merit Compensation-Classified Staff (AP-06-104)

UW-River Falls Administrative Policy
Policy ID: AP-06-104
Effective: March 1, 2012
Revision: June 30, 2013
Review: 3 years

Discretionary Merit Compensation -
Classified Staff
Maintained by: Human Resources
Approved by: Chancellor
Next Review Date: June 30, 2016


Printable PDF versiondocument

Policy

This policy establishes compensation guidelines for eligible classified staff members who seek Discretionary Merit Compensation as stated in University of Wisconsin System Discretionary Merit Compensation (DMC) Criteria and Guidelines policy of June 30, 2013, the 2013-2015 Compensation Plan, and Chapter 550 of the Wisconsin Human Resources Handbook.

Authority

The UW-River Falls Chancellor issues this policy in accordance with the Administrative Policy process.
The Assistant Chancellor for Business and Finance is responsible for the administration of this policy. Request an exception to this policy by writing to administrative-policy@uwrf.edumail.

Sanctions and Appeals Process

Failure to adhere to the provisions of this policy may result in appropriate disciplinary action as provided under existing procedures applicable to students, faculty, and staff, and/or civil or criminal prosecution.

Procedure

Permanent and project classified employees (except Crafts Workers and Crafts Worker Supervisors) who have had a satisfactory evaluation during the previous fiscal year at UW River Falls in broadband and nonbroadband pay ranges are eligible for a base pay increase, lump sum payment, or a combination of both.  

Except in extraordinary situations, the maximum base pay adjustments and lump sum payments granted to an employee in a fiscal year is greater than zero and up to two within-range steps.

Merit Criteria:

Merit: Employee recognition for superior or meritorious performance. Merit criteria/factors which should be considered include:

  • Length or frequency of the outstanding performance;
  • Overall significance or importance of the employee's work products to the organization; and
  • Regularity with the outstanding performance or unique contribution is demonstrated (e.g., an employee who routinely demonstrates exceptional performance and performs special projects on an ongoing basis, as compared to an employee who completes a one-time special project).

Merit-related criteria/factors which may be considered include:

  • Employee has new permanent job duties and/or responsibilities of growing importance to the agency that have been either newly assigned or were an evolution of their originally assigned functions. The new duties are of greater scope, impact and/or complexity compared to the previous functions; or
  • Employee has acquired additional competencies, which are both specialized and critical in carrying out the permanent functions of the position.

1.  Requests will be submitted utilizing the justification for DMC Award forms as prescribed by the University of Wisconsin System.

2.  Requests from supervisors of classified staff will be accepted by the Office of Human Resources beginning with the third Monday of September and ending on the second Tuesday of October annually. Employees may self-nominate for DMC no more than once per fiscal year within the designated period.

3.  Requests will be reviewed by an advisory committee comprised of the Provost or his/her designee, Chief Human Resources Officer, and the Assistant Chancellor for Business and Finance, and once approved; decisions will be made, approved by the Chancellor, and then forwarded to the Office of State Employment Relations (OSER) for approval.

4.  All DMCs must be approved by OSER before being granted.

5.  Under no circumstances will the effective receipt of a base building adjustment be earlier than the third Monday of September annually.

6.  Lump sum awards for special one-time projects are exceptions and will be awarded based on the project complexity level.

University Responsibilities

The Office of the Assistant Chancellor of Business and Finance will maintain this policy on the Administrative Policy website, and the Office of Human Resources will share this policy with employees inquiring about classified merit.

Department/Unit Responsibilities

Human Resources

Background

DMCs were previously known as Discretionary Compensation Awards (DCA). DCAs were suspended in November 2008 by OSER. The DMC criteria were modified in the 2013-2015 Compensation Plan; equity and retention were removed and Discretionary Equity or Retention Adjustment was established.

Related Documents

Contact

Please direct questions about this policy to administrative-policy@uwrf.edumail.