Salary Program FY20

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

Eligibility Criteria:

  1. 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.

  1. 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.

  1. 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.

  1. Excluded:

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.

Funding and basis for decisions

Administered by

Base Salary Increase

The full 3% pool will be used for the salary program. Managers should determine an employee’s salary increase based on a pay for performance approach based on the employee’s performance rating.

Unit managers

Effective 7/1/19 for monthly paid and 6/30/19 for bi-weekly paid

Unless delayed due to non-completion of training and/or performance evaluations*

* Salary increases for managers are contingent on completion of mandatory training by self and all subordinate non-represented staff; and completion of performance reviews for all subordinate non-represented staff. Salary increases for individual contributors are contingent on completion of mandatory training.


Base Salary Increase - based on performance…
individual award amounts will vary (unit funded)

The full 3% pool will be used for the salary program. Managers should determine an employee’s salary increase based on a pay for performance approach based on the employee’s performance rating.

Note: Salary ranges midpoints (MSP/PSS) will be increased by approximately 5.4% for FY20.

A. Base salary increase - 

Performance Rating

1 - Unsatisfactory

2 – Needs Improvement

3 – Meets Expectations

4 – Exceeds Expectations

5 - Exceptional

Increase Percentage

0%

0%

2% - 3%

3% - 4.5%

4.5% - 6.0%

                   Note: These are recommended % increases only (based on a 3.0% salary program)

B. Consider Job Proficiency

Progress in taking on full responsibilities of the job, typically a consideration for new hires who may not be operating at the full level of responsibility; or someone with a new stretch role or assignment who has yet to demonstrate the ability to take on the full scope of job responsibilities.

Timeframe:

  1. Performance evaluations due by 8/31/19.

  2. Merit Excel Spreadsheet rosters released the week of 9/3/19 and due by 9/20/19.

  3. Salary increases effective 7/1/19 for monthly paid employees and 6/30/19 for bi-weekly paid employees.

  4. Salary increases for PPSM Supervisors/Managers are contingent on:

    1. Completion of performance reviews for all subordinate non-represented staff in their unit by 8/31/19 confirmed by their manager (exceptions approved by unit head).

    2. Completion of mandatory (1) sexual violence and sexual harassment (SVSH) prevention training, (2) Ethics Compliance, and (3) Cyber Security by self and all non-represented subordinate staff in their unit, confirmed by their manager (exceptions approved by unit head).

  5. Salary increases for individual contributors (non-manager/supervisor staff) are contingent on completion of (1) mandatory sexual violence and sexual harassment prevention training, (2) Ethics Compliance training, and (3) Cyber Security training.

  6. Salary increases that are delayed (due to #4 or 5 above) will not be retroactive and will be effective the 1st of the month following completion of the required training and/or performance reviews.


Summary of Processes – important deadlines

Program

Process

Salary Increase

Salary increases based on merit, internal equity, and the external market

Funded by the unit.

a)      Performance Rating due by 8/31/19

b)      Salary Increase Rosters are released the week of 9/3/19 by Central HR.

c)       Salary Increase Rosters due by 9/20/19 - CUA's/CAO's/Chiefs of Staff (or their designees including HR Partners) coordinate collection of manager decisions to be entered in roster for review for completeness and adherence to budget.

d)       Information will be uploaded to the UCPath system.

e)       Increases will be retroactively effective 7/1/19 for monthly paid and 6/30/19 for biweekly paid, if all contingencies are satisfied.

f)       Salary increases will be coded as merit increases.

Topics