Welcome to UTMeritRaise.com
Sep 18th, 2006 by UCW-CWA
We would like to take this opportunity to welcome you to UTMeritRaise.com.
As many of you already know, at the urging UT President John Petersen the UT administration is actively developing and implementing various models of what they call “pay for performance.” For the past two years the faculty has been subject to a program that has split the state-mandated raise, giving half as an across-the-board raise and using the other half for “merit and equity” increases. In 2005-06, that meant that the most of the faculty received an increase of only 1.5 percent when 3 percent was allocated, and in 2006-07, they received only 1 percent.
Members of the UT administration, including President Peterson and Human Resources Director Alan Chesney, have confirmed their intention to implement a similar plan for all staff members in the near future. This past July, HR Policy number 129 established a UT system-wide performance evaluation process that will provide information to be “sent to human resources, entered into IRIS, retained in the employees’ official personnel files, and used in providing information for performance-based salary increases when available.” These monumental moves concerning faculty raises and the prospect for a similar policy change for staff pay have been undertaken without consulting those they effect. These are the types of issues that all UT employees, our families, friends and neighbors ought to discuss; and we - the real stakes-holders - should ultimately be included in a meaningfully democratic decision making process before such policies continue or like policies are enacted.
It is in the hope of providing one possible forum for such discussion that the United Campus Workers - Communications Workers of America local 3865 has launched this blog. We hope that this blog can be both a source for relevant information and a place where this community can discuss these most pressing issues. Please feel free to leave comments and share news stories, personal testimonials and any other appropriate information you might have.
Thanks, and welcome to UTMeritRaise.com
This is great! I’ve already shown it to all of my co-workers. Thank you all!
As a producer of services for UT Families First, merit pay based on performance is an absolute must. Constructive performance that meets the goals and objectives of any organization is imperative for long term growth and survival.
Speaking for myself as a truly dedicated employee of UT, I strive to give more than 110% each day to all of my internal and external customers. I would appreciate the opportunity to also be monetarily rewarded for my sincere effort and accomplishments.
How can I be more involved in UCWC Local 3865?
Thank you.
John J. Bishop, Employment Career Specialist
Before our university considers merit pay for anyone those unseen people who keep the basic systems of the university running - the people who mow, make repairs, clean up and take out the trash and others who work here to see to it that the projects of management run smoothly - should be given raises such that they can afford the basic needs of living and taking care of their families. They do not have that at this point.
And to the manager of facilities services who said he “wasn’t interested in the union because he is in management” . . . shame on you. This only illustrates how “management” feels about those who work for less than slave wages to keep basic university systems operable.
HR129 states that performance reviews will be used in providing information for performance-based salary increases. However, a quick look at ERC minutes and conversations with coworkers will reveal many flaws with the current performance review process. Here are a few:
1) There are reports of evaluations being turned in without taking the time to discuss them with the employee, or even worse not letting them see or sign the review. (Aux Services ERC, September 15, 2005 & Univ. Operations ERC, May 7, 2006).
2) There is only one form, the Performance Review Summary Form, that is required for the evaluation. This form, that will eventually determine your merit raise, is the only form HR has available to evaluate the thousands of positions at UT. How can everyone be evaluated by one form and expect to be treated fairly?
3) There is no standardized procedure for conducting the performance reviews. Each department, team, shop, and even supervisor are told they must complete the Performance Review Summary Form, but not all are properly informed on how to do it.
4) FAVORITISM & POLITICS! Although there is a hint of an official appeals process to protect employees from an unfair evaluation, there is nothing in the policy that prevents favoritism and office politics from influencing an evaluation and eventually a raise.
5) HR129 also states, Performance Review evaluations should be reviewed with the employee quarterly to ensure the employee is remaining on track with goals, objectives and job expectations. OK. How many quarterly reviews have you had this year?