The actual allocation of funds for any given unit will be based on the final negotiated terms of the University's collective bargaining agreement with the unit. The terms of each agreement, including discussion of how to determine the amount of available funding, will be communicated under a separate cover during the implementation phase of each collective bargaining agreement. Therefore, the information provided in this attachment cannot be viewed as a standard template for all collective bargaining agreements. The Division of Human Resources provides written information about the terms of the collective bargaining agreement including information about how to calculate the pool of available funds and what accountability measures are required. Eligibility may address differential criteria based on career vs. casual employee status.
Eligible employees receive a merit according to campus procedures and pay practices.
Contract calls for payment of increases in April 2000. In addition, the Planning and Budget Office runs a program to adjust permanently budgeted open provisions for the range increase. The above calculation should exclude the salaries of employees already at the maximum of the salary range as well as open provisions. The total annual cost of the merits must not exceed the total merit control total calculated above in Step 3. For represented staff, each bargaining unit negotiation addresses the merit cycle and eligibility criteria.