One-Time Merit Increase Guidelines for FY 25-26
The University of Texas at Arlington’s merit increase program is designed to reward employees based on excellence in their performance. This program reinforces our continued commitment to recognize employees who exemplify dedication, deliver meaningful contributions, and consistently perform at a high level in support of the University’s overall success. This year we are providing one-time merits, meaning employees will receive a flat amount that is associated with their merit score.
Eligibility Requirements:
The employee must have been employed on or before March 1, 2025, and be a participant in TRS, ORP, or be appointed at least 50% time.
Classified and Administrative Professional employees must have a current performance rating score of 3.00 or higher, or equivalent documented performance feedback if hired since the last performance cycle to be considered eligible for a merit increase.
Faculty members must have a current performance rating of meets or exceeds expectations, or equivalent documented performance feedback if hired since the last performance cycle to be considered eligible for a merit increase.
The faculty or staff member must still be employed on the date the effective paycheck is issued (October 22, 2025 for semi-monthly or November 1, 2025 for monthly), to receive the one-time merit amount.
What’s New For FY 25-26:
- The one-time merit amount will be issued as a lump sum payment and will not be added to the employee’s base salary.
- One-time merit amounts are fixed at $1,200, $1,700, or $2,200, based on the employee’s performance rating and/or score. These amounts have been established at the university level and are not subject to adjustment.
- Employees who have a documented FY25 performance score have already been assigned the predetermined lump sum merit amount.
- One-time merit payments will be effective October 1, 2025.
Below are the definitions of the performance categories along with the corresponding FY26 lump sum merit amounts assigned to each category. These merit amounts have been standardized across the university and are not subject to change.
Outstanding Performance (5): $2,200
An employee rated as Outstanding consistently goes well above and beyond job expectations. Consistently exhibits strong initiative when accomplishing tasks, with values and work behaviors that consistently surpass expectations. This employee demonstrates leadership qualities with sustained excellent performance throughout the entire review period.
Above Expectations (4.00 – 4.99): $1,700
An employee rated in this category consistently fulfills performance expectations and frequently exceeds them. Demonstrates performance at a very high level of quality, significantly contributes to the success of the services and projects they support and consistently generates valuable results above those expected of the position. Is recognized as a top performer.
Solid Performance (3.00 – 3.99): $1,200
An employee rated in this category is a strong solid performer whose performance most often meets the requirements of the job. Occasionally, this employee may exceed expectations of the job.
Improvement Needed (2.00 – 2.99): $0
An employee rated in this category has performance which leaves room for improvement. While this employee may meet expectations some of the time, the employee fails to meet many of the important requirements of the job, or the goals established for this review period. Not eligible for a one-time merit payment.
Unsatisfactory (less than 2.00): $0
An employee rated in this category has consistent work performance results that are unsatisfactory and below the basic requirements and expectations of the position. Failure to demonstrate significant improvement requires immediate review and corrective action to address performance and/or behavioral deficiencies. Not eligible for a one-time merit payment.
Performance Categories and One-time Merit for Faculty
- Exceeds - $1,700
- Meets - $1,200
- Does not meet - $0
- Unsatisfactory - $0