- The merit increase for 2017-18 is 2.5%.
- Only full- and part-time staff hired into a benefits-eligible position before September 1, 2016 are eligible for a merit increase.
- Supervisors may nominate their merit-eligible staff for an extraordinary merit increase.
- Criteria for extraordinary merit is determined by the division heads.
- All merit increases are added to base pay.
- Some staff may receive a compression or market adjustment. These increases are not dependent upon hire date.
- The CPI is 2.1%. Staff whose performance needs improvement will receive this increase retroactive to July 1, 2017, following successful completion of their performance improvement plan.
When are reviews due to HR?
Reviews must be turned in to HR no later than May 26, 2017.
Who gets reviewed using this form and process?
All full- and part-time staff hired into a benefits-eligible position before September 1, 2016 must be reviewed using the college's standard form. These staff are eligible for a merit salary increase. Staff hired on or after September 1, 2016 are not eligible for a merit increase but may receive a market or compression adjustment. Supervisors are encouraged to provide performance feedback to all staff using the review form, regardless of hire date.
Can my department use our own form for staff reviews?
Departments can add questions that are applicable to their specific needs, but the college's form must be completed.
Do I have to complete the self-review portion of the form?
Yes, all staff are expected to complete the self review. This is your chance to have input into your review.
How many people can I list who would give input into my performance?
You may list 1-2 people. These people must be current CC employees and must be able to give substantive input regarding your performance.
How do supervisors gather input from the people that staff list on their review?
Supervisors can call or email those individuals for input. There isn’t a specific form to use for this process.
Who is considered a "supervisor" for purposes of filling out supervisory section of the review form?
Anyone who is responsible, as spelled out in their job description, for the hiring and evaluation of staff and/or students.
If I don’t meet all of my goals for reasons outside of my control, does this mean I get a lower rating?
Not necessarily. Sometimes priorities change or there are barriers to goal completion beyond our control. It is important for supervisors and staff to talk about this as it occurs so there are no surprises.
Who obtains the signatures on the review form?
Supervisors are responsible for obtaining signatures from department directors or division heads. Only send the form to HR once all signatures are obtained. The form can be signed electronically and sent as an email attachment to the next level of review.
Will I have a chance to appeal my review?
Yes, you may appeal if your supervisor describes your overall performance as needing improvement.
How will salary increases be handled if I’m over the maximum for my pay band?
These increases will be added to your base salary.
Who makes the decision on extraordinary merit increases?
Division heads determine the criteria for extraordinary merit for their respective divisions and make the final decisions about recipients of those increases.
Are extraordinary merit increases added to my base salary?
Yes, these increases will be added to base salary just like regular merit increases.
Is the salary structure being adjusted for 2016-17?
No adjustment is being made. Our analysis shows that our salary bands are aligned with market data.
Phone: (719) 389-6421
Fax: (719) 389-6926
14 E. Cache La Poudre Street
Colorado Springs, CO 80903
Monday - Friday, 8:30 - 5:00
Equal Opportunity Employer
Colorado College is an equal opportunity employer committed to increasing the diversity of its community. We do not discriminate on the basis of race, color, national origin, gender, age, religion, gender identity or expression, disability, or sexual orientation in our educational programs and activities or our employment practices.