Approved: August 27, 2014
Revised: April 18, 2018
Reviewed: March 27, 2019
Reviewed: April 10, 2023
Next Scheduled Review: April 10, 2028
The Texas A&M Transportation Institute (TTI) may award merit salary increases, including merit raises and merit payments to employees in recognition of meritorious performance that advances the purpose of TTI’s mission. All merit salary increases will be awarded in accordance with System Regulation 31.01.08, Merit Salary Increases.
Reason for Rule
This rule implements System Regulation 31.01.08 to provide the requirements and guidance for TTI merit increases.
Procedures and Responsibilities
1. Award Criteria
Merit salary increases may be awarded to TTI employees in recognition of meritorious job performance, as recorded in the annual performance evaluation. An employee who demonstrates outstanding performance evidenced by overall ratings of “Significantly Exceeds Expectations”, “Exceeds Expectations”, and “Meets Expectations” on a current performance evaluation may be recommended for a merit salary increase. In addition to the performance evaluation, one or more of the following criteria may be used to determine the merit salary increases:
1.1 An employee who demonstrates efficient use of state resources that result in significant savings to the department, TTI or the System may be recommended for a merit salary increase.
1.2 An employee who demonstrates outstanding service to the department, TTI or the System may be recommended for a merit salary increase.
1.3 An employee who earns an undergraduate or graduate degree from an accredited institution of higher education or receives a certificate, license, award or other proof of accomplishment related to his or her job may be recommended for a merit salary increase.
1.4 The performance evaluation is the required factor to justify all merit increase requests. Merit increases during the annual budget preparation process must also consider criteria included in The Texas A&M University System Board of Regents approved budget guidelines and the budget instructions.
1.5 Employees must complete all required System training by the completed evaluation due date in order to be eligible for a rating of “Significantly Exceeds Expectations”, “Exceeds Expectations”, or “Meets Expectations”.
Merit salary increases should be initiated by the immediate supervisor and/or the appropriate TTI Program Manager, recommended by the relevant Division Head and approved by the appropriate Assistant/Associate Director and the Assistant Agency Director and CFO.
The amount of each merit raise will be based on the availability of funding in the department and equitable allocation procedures developed by the department or TTI. Merit increase proposals that significantly exceed the allocated merit pool may require additional review and approval by the TTI Director or designee(s).
3. Student Merit Raises
Student workers and graduate student positions that do not require performance evaluations are exempt from the performance criteria for merit raises. Each TTI program is responsible for developing criteria for student merit raises and providing the funding if merit raises are approved.
Related Statutes, Policies, or Requirements
- System Regulation 31.01.01, Compensation Administration
- System Regulation 31.01.08, Merit Salary Increases
TTI Human Resources