Employee should have been in the position for a minimum of one year.
Employee should not have received a previous bonus or salary increase within the same fiscal year.
Justifying criterion for a bonus must be selected from the following. Supporting documentation should be included with the Lump-Sum Bonus request form:
Recruitment – The issuance of recruitment bonus must be approved before the offer is made. This payment will be issued following a minimum of 30 days of employment and must be reimbursed to the University if the employee voluntarily leaves the University before the sooner of one calendar year or completion of a probationary period.
Retention – A retention bonus may be awarded following a documented offer of external employment. To be eligible for a retention bonus the employee must be in a position which is either critical to the operations of the University or that has been designated as hard to fill. This bonus must be reimbursed if the employee voluntarily leaves the University before the end of one calendar year.
Critical Skills – For an employee who has been assigned work necessary and critical to the operations of the University that requires the use of skills that are necessary and which are outside of the employee’s regularly assigned job duties.
Performance – (excludes Unit 4 employees) For an employee or group of employees who have demonstrated measurable, excellent performance or have met specific objectives. The requirements for the award of a performance bonus must be agreed to in writing prior to the performance period. Please submit the performance plan to Human Resources prior to discussing the proposed bonus with the employee(s).
Performance (top of range) – For an employee who has reached the maximum of the salary range, and has demonstrated performance which would otherwise justify an In-Range Progression. The performance criteria must be in writing prior to the performance period.