It is important that we continue to invest in our staff who provide essential support to the academic mission of the university. Therefore, this year’s Salary Program will be based on merit, internal equity, and the external market. Consistent with the directive from the UC Office of the President, responding to feedback from the staff, across-the-board increases are not permitted.
As part of their annual budget planning, units will provide funding in an amount equivalent to 3% of the total compensation of eligible non-represented staff.
Guidelines for ManagersFY20 Non-represented Staff Salary Program
Career positions: Individuals appointed to career positions in grades 15-30 covered by PPSM policy on or before January 2, 2019 are eligible regardless of funding source.
Contract positions: Individuals on employment contracts may be eligible and are handled on a case-by-case basis. If an increase is provided to an individual on contract, the unit will need to (a) provide funding for those who will receive an increase, (b) update the contract with the new salary amount, and (c) enter the increase into the UCPath system by 9/20/19.
Individuals must be a) appointed to a PPSM position on or before January 2, 2019, (b) in a PPSM position on July 1, 2019, and (c) must remain on payroll in an eligible position and appointment on the date that the pay increase is paid.
a. Individuals who were hired after January 2, 2019,
b. Individuals whose current salary exceeds the new salary range maximum,
c. Individuals who separate from employment on or before the payout date,
d. Rehired retirees,
e. Athletic positions covered by contracts that contain performance bonuses, and
f. Employees covered by collective bargaining agreements. Represented employees’ compensation is covered by their respective labor agreements. Human Resources will communicate any compensation changes for employees covered by collective bargaining as the contracts are finalized.