- The salary structure for 2016-17 is increasing by 2% for all bands.
- The merit increase for 2016-17 is 2.5% for those staff who are eligible.
- Only full and part time staff hired before September 1, 2015 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 in bands 1-6 will receive a compression or bring to minimum adjustment due to the structure change and some staff may receive a market adjustment. These increases are not dependent upon hire date.
- The CPI is .7%. Staff whose performance needs improvement will receive this increase retroactive to July 1, 2016, following successful completion of their performance improvement plan.
When are evaluations due to HR?
Evaluations must be turned in to HR no later than May 13, 2016.
Who gets evaluated using this form and process?
- All benefits eligible staff hired before September 1, 2015 must be evaluated using the standard form. These staff will be eligible for a merit salary increase of 2.5%.
- Staff hired after September 1, 2015 are not eligible for a merit increase but may receive a market, bring to minimum, or compression adjustment.
- Supervisors are encouraged to provide performance feedback to all staff using the evaluation form regardless of hire date.
Can my department use a narrative form for our staff evaluations?
No, you must use the standard form located on the HR website for all staff evaluations.
Do I have to complete a self-evaluation?
Yes, all staff are expected to complete a self-evaluation. 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 evaluation?
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 the "Supervisor Competencies" section of the evaluation form?
Anyone who is responsible, as spelled out in their job description, for the hiring and evaluation of staff and/or students. These individuals should be assessed on their supervisory competencies as well as core competencies.
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’s important for supervisors and staff to talk about this as it occurs so there are no surprises.
Who obtains the signatures on the evaluation form?
The supervisor is responsible for sending the evaluation form to the next level of review. Once all signatures are obtained, the evaluation form is forwarded to HR. 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 evaluation?
Yes, you may appeal an evaluation 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 still 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 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?
Yes, all bands are being increased by 2%.
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.