Objective
The goal of the Temple Excels Performance Bonus Program is to provide an annual special recognition to staff and/or teams who have accomplished an extraordinary achievement within the workplace. It is designed to complement the Performance Development Program and provide financial reward in addition to other pay programs.
All employees contribute, in varying ways, toward advancing Temple's mission as a premier Research University and a center of academic excellence that provides opportunity to its students. The Temple Excels Annual Performance Bonus Program will recognize significant accomplishments that advance university and departmental goals.
Eligibility
All exempt and non-exempt, non-bargaining administrative staff who are at the job classification level of T21 through T28 and who have a current performance development plan are eligible to participate in the Temple Excels Performance Bonus Program. Bargaining unit employees should refer to their respective bargaining unit contracts to confirm eligibility. Nominations may be for a team comprised of 2 to no more than 10 eligible employees.
Faculty, student employees, contract staff, and employees of Temple Health System are not eligible to participate in the Temple Excels Performance Bonus Program.
Criteria and Performance Measures
In general, extraordinary achievement indicates a succession of noteworthy actions accomplished over a predetermined period of time. These accomplishments may produce results that are quantifiable. However, outcomes that are not quantifiable are also commendable and thereby eligible for consideration.
Recognition will be in the form of a one-time cash bonus payment that may range from $200 to $2000. A Temple Excels Performance Bonus may also be made to a team; the maximum team award is $4000 for which the bonus may be divided, based on contribution among team members. The maximum fiscal year total gross payout per employee is $2000 regardless of the number of awards or whether on an individual or team basis.
Staff at T28 and below (see eligibility above) may be considered for a Temple Excels Performance Bonus based on the following criteria and performance levels:
Overall performance is rated at the “proficient” level or better; and one of the following is true:
- The employee performs substantially above and beyond expectation on a specific project or goal; or
- The employee makes a contribution that has a significant impact on university or department objectives; or
- The employee goes above and beyond the normal responsibilities required by his/her position.
- The employee assumes added responsibilities in the short-term to rectify a situation in which there is a “gap” in the organization.
Departments and schools should have discreet measures, benchmarks and standards of operation to describe positive results. These measures, for purposes of the Temple Excels Performance Bonus Program, should fall into one of the following categories:
Operational Excellence
- Productivity
- Quality
- Growth
- Cost Containment
Customer Service
- Vendor, Student, Employee Opinion
- Customer Satisfaction of timeliness, courtesy, quality, etc.
Anyone in the supervisory group of a nominee may initiate the award nomination process by completing a standardized nomination form and submitting it to his/her supervisor. Requests are to be submitted typically in June each year. Supervision will need to concur with the nomination for it to be submitted to the Temple Excels Performance Bonus Program Committee. Departments may have their own approval group. Level 1 approvals are required for committee review. The committee will review each nomination and make the final determination, including accepting, rejecting or modifying amounts, based on fairness and consistency.
Individual and team rewards will be announced annually, consistent with the performance development appraisal process. The awards should be available in June at the end of the fiscal year. It is recommended that the supervisor who originated the nomination and other departmental leaders present the bonus to recipients.
Additional recognition to those selected to receive an Excels bonus may be provided at an Excels banquet and various university communication vehicles, such as web sites. The explanation for selection will be highlighted, although actual individual bonus payment amounts will generally not be provided.
Committee
An EXCELS Performance Bonus Committee comprised of Senior Management – and staffed by the AVP of Human Resources will be established. The Associate Vice President of Human Resources will facilitate the committee meetings and the review of the nominations. The committee will meet generally in June to review nominations. Human Resources will provide a draft of the recommendations in advance of convening a review of the nominations. The tenets of the committee are based on the pursuit of a process and program that is consistent, fair, equitable and impartial. Individual submittals will be reviewed with goals of fairness as paramount.
Scope of Awards
The amount of the bonuses will vary based on the achievement and will be in the range of $200 - $2000 for single contributors and $400 to $4000 for teams.
Processing, Approvals and Taxes
As noted in the process section above, requests are to be submitted using a standard set of criteria. Requests are to be submitted following departmental approval.
ALL REQUESTS ARE TO BE SUBMITTED ELECTRONICALLY ALONG WITH SALARY INCREASES USING THE NEW SALARY INCREASE SYSTEM (SIS).
NO REQUESTS WILL BE ACCEPTED WITHOUT AN APPROPRIATE SENIOR VICE PRESIDENT (report to the President) APPROVAL.
Once approved and finalized for payroll processing, applicable taxes will be withheld from all EXCELS bonus payments.
Disclaimer
All payments must be processed through payroll subject to all applicable taxes and deductions. Any awards under this program will not be used in calculating pension, health or wellness benefits. These are to be considered to be one time cash awards not to be added to the base pay of the individual. All award earnings are considered taxable income in the year in which they are paid. Appropriate federal and state income taxes will be withheld at the rates in effect at the time of payout. Participants are responsible for determining the tax consequences of the incentive payments and arranging for appropriate withholding. Temple University will not be responsible for payments, interests, penalties, costs or expenses incurred as a result of not arranging for sufficient withholding of deductions from incentive payments.”
The plan is made in the State of Pennsylvania, and shall in all respects be interpreted, enforced and governed by and under the laws of this State. The Associate Vice President of Human Resources, Chief Financial Officer and University President have the final authority for plan administration and dispute resolution. At any point in time, Temple University reserves the right to unilaterally change, modify, and/or terminate any aspect of this plan. Whenever such modification occurs, it will be the policy to compensate performance under the Plan provisions that are in effect at the time of performance. Nothing in this plan should be construed as giving any eligible employee a legal or equitable right against Temple University. Further, this plan does not modify the participant’s terms of employment.
“An employee must be considered active on the award payout date to be eligible for any bonus paid under this incentive plan. Employees who voluntarily resign or are involuntarily terminated for "cause" (i.e., due to performance, attendance or behavior) before the payout date, will not be paid any award. However, an exception may be made for those employees who are terminated due to a "Reduction In Force". Should this occur, the Associate Vice President of Human Resources, Chief Financial Officer and University President will have discretion to pay employees for their unpaid incentive.”