Information on Performance Evaluations and Merit Pay Plan

Thursday, Mar 1, 2018

Dr. David L. Callender, President

UTMB greatly values the work of all employees in fulfilling our mission—in fact, rewarding and retaining our best people are priorities in our strategic plan. Our annual evaluation process and our merit pay plan are two crucial efforts supporting the goals of reward and retention. I want to share some important changes we are making this year to the evaluation process and the merit pay plan, in response to feedback.
First, the annual performance evaluation process will now be completed in the fall, instead of in the summer as in years past. This change gives supervisors and employees a chance to fully assess performance on goals through Aug. 31 (the end of our fiscal year) and provides an opportunity to discuss plans for the new fiscal year in light of the past year’s accomplishments.
Second, the merit pay plan will now coincide with the new performance evaluation schedule, with merit increases to eligible employees being effective at the beginning of the pay period on or immediately after Nov 1. Increases would appear on the first paycheck after the effective date. (Human Resources will communicate the specific dates each year.)
As a result of these changes, there will be no merit increases this month. In the spirit of full transparency, this year’s delay in awarding merit increases (which for the past few years have been paid in March) will help us manage our current financial challenges while preserving our mission. That said, supervisors and employees alike have requested better alignment in the evaluation and merit pay schedules, as well as the opportunity to evaluate performance through the end of the fiscal year.
As in the past, merit pay will be funded from a pool calculated as a percentage of current salary expenditures for the following types of employees. As always, supervisors and managers will determine the amounts of individual pay increases. The planned percentages are:

  • Classified: 3% pool
  • Non-Teaching: 3% pool
  • Administrative & Professional: 2.5% pool

As a reminder, compensation for Correctional Managed Care employees and faculty members will continue to be handled separately through the Texas Department of Criminal Justice budget and the Faculty Compensation Plan, respectively.
In coming months, Human Resources will provide more detailed instructions to supervisors regarding the annual performance evaluation process.
If you have questions about the changes to the evaluation cycle or the merit pay plan, please contact your supervisor or write to the Human Resources Compensation team at
In the meantime, thank you for your continued efforts to work together to work wonders for everyone we serve.

Dr. David L. Callender