The Annual Salary Review calendar (specific dates for each fiscal year) and the general schedule of reviews can be downloaded at any time.
The ASR is a structured process whereby managers evaluate employee performance and recommend a merit increase based on their performance. Managers work within the merit pool approved by MIT’s Executive Committee. A merit pool is the amount of money available for managers to distribute to their employees during the annual salary review process.
Submission and processing of merit increases are done in SAPgui. Quick Cards are provided to guide Approvers and Administrators through the SAP-ASR module.
Guidelines for Merit Increases and Performance Reviews
- Human Resources offers tools and resources to assist in the Performance Development process. Managers are encouraged to review—and, where appropriate, revise—position descriptions on an annual basis as their employee’s performance is based on how they perform in their role.
- Providing employees with ongoing performance feedback is critical to their success. It is expected that managers will provide regular performance feedback to their employees. This is most effective when managers and employees have conversations about the employee’s goals, resulting in a written performance review noting these goals and a development plan to achieve them.
- Distribution of merit increases should be done in a thoughtful way to ensure that top performers receive the maximum amount possible. See information on determining individual merit increases.
- If an employee will not be receiving a salary increase due to marginal and/or unsatisfactory performance, a memo justifying the nature of the performance deficiencies must be submitted to the Assistant Dean's/VP-designee's office and maintained in the employee's file.
- Should an employee's performance warrant it, department heads and directors of administration and finance have the option of deferring the merit increase.
- Managers/directors of administration and finance also have the option of giving an employee a one-time lump sum in addition to or in lieu of adding the merit increase to the employee's base salary.
- On a regular basis, managers are expected to review their staff salaries to ensure they are equitable to others in the organization with similar responsibilities, experience, expertise, and level of performance. If salary inequities are identified, they should be brought to the attention of the senior officer so they can be reviewed by Human Resources.
