Estimate Salary Increases Based on Performance#

You may estimate salary increases through the Estimate Salary Increases Based on Performance (USPF) screen.

The USPF form allows the selection of EE’s (from selected parameter values i.e. Group, Unit, Department, Authorization area, and Location) who become eligible for salary increases based on their performance review and existing salary within its range.

Employees who are eligible for selection must not have an employment status of “Terminated”, ”Retired”, ”Lay Off”, “Deceased”, “Resigned” on the “EE as of date” parameter.

Employees may be disqualified from the PFP process for 5 reasons:

1. Assignment records do not show details for the date as indicated in the “EE as of date” parameter.
2. Salary range records do not show details for the date as indicated in the “EE as of date” parameter.
3. A review for the EE selected does not have a review with the same review type as indicated in the “Review types to include” parameter.
4. A review has not been performed since the date indicated in the “Review as of date” parameter.
5. There are no reviews with the same status as indicated in the “Review Status” parameter.

The selected EE’s are batched together by using the “Break by” parameter, giving the associated manager easy viewing of their projected wage totals on the ISPF screen.

Each EE is processed using the “Overall Rating” of their performance (from ISRV) and their existing compa ratio (EE’s Wage/Range Midpoint as seen in VEEP). These values are compared to the matrix associated to their salary range, which provides a suggested percentage of increase for their salary.

Reviews used in PFP must be of the type provided in the parameter “Include Review Type”, with a review date on or after the parameter “Reviews Effective As Of “ and have the same status as in the “Review Status” parameter. If more than one review qualifies under these conditions, the most recent review is used for PFP.

Pro-ration – (Latest Effective)#

• For each employee, PA records are examined.
• If a wage increase has occurred with PA types provided in the parameter “To include in Proration” or with the type of USPF, the suggested percentage for PFP is adjusted. The PA with the most recent effective date is used in the adjustment.
• If there are no PA’s that qualify for proration, then the adjustment is a factor of the whole months since the last increase to the USPF effective date.
• A “Service Cut off Date” determines whole months. The cut off date is the 16th of every month. When the effective dates fall on or before the 16th, that month does not get credited. After the 16th the month is credited in the calculation.
  
  One PFP will be awarded every year, the calculation might be, for example:
  
  4.5% * 7(months between effective dates)/12(months in a year.) Proration factor giving an adjusted percentage of 2.63%.
  
  Employees who did not qualify the previous year under PFP will also receive an adjustment. For example:
  
  4.5% * 15(Months between Hire date and PA effective)/ 12(months in a year.)
  
  Proration factor giving an adjusted percentage of 5.63%.

The new salary is stored as a personnel action with a status “In Progress”. If an employee does not receive a PFP increase, a PA is still produced to note the fact the EE was not over looked in the process.

Increases are limited to the “Compa ratio limit” defined in ISMX. If, however, the limit pushes the EE’s wage past the maximum for their range then their PA will also update the toggle “Out of Range” on the assignment record.

Wage Rounding – Rounding is done by two methods:

• First, if rounding rules are defined on the Group definition, those rules are applied.
• Second, if there are no rules defined on the group then all hourly and daily-compensated EE’s are rounded to the nearest cent. All other basis are rounded to the nearest dollar.