FY26 Merit Pay Program Announcement and Guidance

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FY26 Merit Pay Program Announcement and Guidance

Georgia Tech will participate in the university system-wide FY26 Merit Pay Program, designed to recognize and reward many top-performing faculty and staff.

Those who receive University System of Georgia (USG) merit increases will see those increases reflected on their September payroll. Recipients of merit increases will be notified in late August.

Here’s how the merit program works:

Eligibility

Eligible employees are those who:

  • Were actively employed as of July 1, 2025, and still are as of Sept. 1.
  • Work at least 30 hours per week with full benefits, and
  • Received the highest rating in their most recent (calendar year 2024 or fiscal year 2025) performance evaluation.
Key Highlights
  • Merit pay increases are awarded to up to 15% of faculty and 15% of staff.
  • Increase amounts may range from 1% to 4%, with an average not to exceed 2%.
  • Faculty or staff with an approved retention, counteroffer, market adjustment, or related salary adjustment that was submitted in FY2025 (July 2024 to June 2025) to address external market demands are not eligible for a Merit increase.
  • Merit pay increases are based on an employee’s salary as of July 1, 2025.
  • Merit pay increases are based on an employee’s most recent evaluation (CY2024 or FY2025).
Key Dates
  • Late August: Recipients will be notified by their unit leaders
  • Sept. 1: Effective date of merit increases
  • Sept. 19: Employees on a bi-weekly pay cycle receive their first paycheck with merit increase.
  • Sept. 30: Employees on a monthly pay cycle receive their first paycheck with merit increase.

For more details about the merit program, click here.

Merit FAQs (for employees)

1. What is a merit increase?

A merit increase is a salary adjustment awarded to employees based on performance. It’s designed to reward and retain top performers—not to serve as a cost-of-living adjustment, promotion, or guaranteed annual increase. Considerations for merit increases are based on employees’ most recent evaluation period – typically calendar year 2024 or fiscal year 2025.

Only up to 15% of faculty and 15% of staff can receive a merit increase, even if more than 15% fit the eligibility requirements. Units must differentiate among top performers. Merit increases will range from 1% to 4%, with a required average of 2% per unit. No individual increase may exceed 4%.

2. Who is eligible for a merit increase?

To be eligible, an employee must:

  • Be regular, benefits-eligible (30+ standard hours per week)
  • Be in “good standing” (not under Employee Relations investigation)
  • Be actively employed (or on approved leave) on both July 1 and 1, 2025
  • Not have received a salary adjustment in FY25 (e.g., market, counteroffer, retention)
  • Have completed their 180-day probationary period
  • Have an evaluation that indicates “exceptional” in the overall performance on the most recently completed performance evaluation

Note: Grant- and auxiliary-funded employees are eligible for the merit program, but the unit must fund the increase from its own sources (e.g., grants, auxiliary accounts). Merit is not limited to state-funded positions.

3. What if everyone on my team was rated “exceptional”?

Departments must still differentiate within the top 15% of employees. Senior leaders and managers will consider additional factors like:

  • Strategic impact
  • Leadership or initiative
  • Consistency of performance
  • Peer comparisons
  • Potential for future growth
4. When will I find out if I’m getting a merit increase, and when will the merit increase take effect?

Increases will be communicated after leadership approvals and audits are completed. The earliest communications to merit recipients would be in late summer.

Merit Increase Pay Timeline:

  • Effective Date: Sept. 1
  • Biweekly Pay Date: Sept. 19
  • Monthly Pay Date: Sept. 30
5. What can I do to prepare for future merit cycles?
  • Review your job description regularly to ensure you are performing all listed duties.
  • Discuss your performance, goals, and career development with your supervisor.
  • Document your contributions and progress.
  • Understand how your work aligns with Institute priorities.