CHR Compensation is guided by principles of fairness, consistency, and market awareness in administering compensation programs.
In alignment with applicable University of California policies and collective bargaining agreements, CHR Compensation provides guidance and frameworks intended to support informed and equitable pay decisions.
CHR's compensation approach is designed to assist departments in attracting and retaining qualified talent by considering factors such as the scope and complexity of roles, relevant labor market information, and internal alignment within organizational units. CHR Compensation decisions are made within established policy parameters and are subject to budgetary considerations, operational needs, and applicable contractual requirements.
This philosophy serves as a general framework to inform compensation practices administered by CHR Compensation and does not constitute a guarantee of specific pay outcomes or create contractual rights.
Pay Guidelines
Equity Increase
Guidelines for salary adjustments to address internal equity, market changes, retention needs, and expanded responsibilities, including approval limits and review processes.
Administrative Stipend
What is an Administrative Stipend, including eligibility, limits, and approval requirements.
Dual Employment
What is Dual Employment including eligibility requirements, approval steps, and payroll processing guidelines are described.
Additional Compensation
Guidelines, policies, and procedures on additional pay for staff.
Multi-Location Appointments
Employees assigned to work at more than one campus location are considered to hold multi-location appointments. What are multi-location agreements, including procedures, forms, and contacts.
Current Pay Programs
Staff Appreciation & Recognition (STAR) Awards
The STAR Award program provides recognition for employees or teams that have made significant contributions. Overview of program and guidelines.
2025 Career Tracks Salary Structure
Our compensation program uses salary grades and ranges to ensure consistent, competitive, and equitable pay. Policy covered positions are assigned to a grade with a defined pay range based on responsibilities and market data.
Guidelines for Policy-Covered Salary Program
Overview of the general salary increase program for eligible policy-covered staff, including eligibility criteria, exclusions, effective dates, and implementation details.
Schedule of Wage Actions
Overview of salary range updates, across- the-board increases, step increases, lump sum payments, and centralized processing timelines for FY wage actions.
Other Resources
Annual System Payroll Disclosure
Information about UC's annual disclosure of systemwide employee compensation as part of the university's commitment to transparency and public accountability,
Related Policy Procedures
| Title | UCOP Policy | UCLA Procedure |
|---|---|---|
| 2. Definition of Terms | PPSM-2 | UCLA Procedure 2 |
| 30. Salary | PPSM-30 | UCLA Procedure 30 |
| 34. Incentive and Recognition Award Plans | PPSM-34 | UCLA Procedure 34 |
Questions?
If you have questions, please contact your Campus Human Resources Compensation Consultant.