Administrative Stipend (PPSM 30): For non-represented staff, an administrative stipend is a component of Additional Compensation that may be provided only when an employee is temporarily assigned, for a period of at least 30 working days, responsibilities of a higher level position or other significant duties not part of the employee's regular position. Local Procedure 30 provides local delegations of authority for non-represented administrative stipends. Exceptions, and those requests that fall outside of the outlined delegation are required to be submitted to CHR Compensation Services for review and a determination. These requests can be submitted via the Bruin CHR Service Center (link).

• For information related to Out of Class Assignments for bargained employees, please consult the relevant Collective Bargaining Agreement, or contact your CHR Compensation Consultant or Labor Relations. Requests for Out of Class Assignment pay are required to be submitted to CHR Compensation Services for review and a determination. These requests can be submitted via the Bruin CHR Service Center.
• Bruin CHR Service Center - Knowledge Base, Compensation, Stipend

Ancillary Pay (PPSM 30): For non-represented employees and the purposes of this defined policy, ancillary pay includes shift differential, weekend differential, on-call pay, call-back pay, and certification pay. Call-back pay applies to non-exempt employees only. For represented employees, please consult the relevant Collective Bargaining Agreement (link).

Classification (PPSM 36): Also known as Position Evaluation, the process of reviewing the nature and level of work performed, key duties and responsibilities, required skills and knowledge, and other elements of a newly created or modified existing position to determine the appropriate placement of a position and job name or job title.

Demotion (From PPSM 2): During a recruitment action, the change of an employee from one position to another position which has a lower salary range maximum.

Dual Employment (PPSM 30): For non-represented staff, dual employment consists of appointments totaling more than 100%. Dual employment applies to staff appointments only and occurs through an additional appointment that is separate from any other appointment(s) an employee holds. Dual employment is a component of Additional Compensation, that while expected to be rare, may be approved for an employee in a staff appointment at 100% if all of the conditions defined within PPSM 30.III.B.9 are met. These requests are required to be submitted to CHR Compensation for review and a determination. There is no delegation of authority in place for requests of this nature. These requests can be submitted via the Bruin CHR Service Center.

Equity Increase (PPSM 30): For non-represented employees, an equity increase is a pay increase made to appropriately align an employee's base salary with the level of compensation provided to internal or external comparators. An employee's pay must be within the salary range that is assigned to the job title based on the associated position's duties and responsibilities; any exceptions must be approved in accordance with Section IV.C.1 of PPSM 30. Local Procedure 30 provides local delegations of authority for non-represented equity increases. Exceptions, and those requests that fall outside of the outlined delegation are required to be submitted to CHR Compensation Services for review and a determination. These requests can be submitted via the Bruin CHR Service Center.

• See also the Equity Increase webpage.
• Bruin CHR Service Center - Knowledge Base, Compensation, Equity Increase
• For information related to bargained employees, please consult the relevant Collective Bargaining Agreement, or contact your CHR Compensation Consultant or Labor Relations. Requests for equity increases are required to be submitted to CHR Compensation Services for review and a determination. These requests can be submitted via the Bruin CHR Service Center.

General Increase (PPSM 30): An identical pay raise, up to but not exceeding the salary range maximum, that is given to all eligible employees. A General Increase can be provided either as a flat rate or as a percentage of salary. The General Increase program is authorized for location use by the UC Office of the President. It is subject to review and approval on an annual basis by the UC Office of the President.

Lateral Transfer (PPSM 2): During a recruitment action, the change of an employee from one position to another position which has the same salary range maximum.

Merit Increase (PPSM 30): A salary increase designed to reward performance. The Merit Increase program is authorized for location use by the UC Office of the President. It is subject to review and approval on an annual basis by the UC Office of the President.

Position (PPSM 30): A specific set of duties, responsibilities, knowledge, skills, level of supervision, and other requirements which are based on a job and that comprise the work assignment of an individual employee at a particular location.

Position Description (PPSM 36): A summary of a specific position. It includes the nature and level of the work performed, key duties and responsibilities, skills and knowledge required for competent performance of the position, and other elements. Based on an evaluation of the position description, a position is placed in the appropriate job title in the Career Tracks job structure. A Position Description should be customized from the job standard.

Promotion (PPSM 2): During a recruitment action, the change of an employee from one position to another position which has a higher salary range maximum.

Reclassification, Downward (PPSM 2): As a result of a classification review by CHR Compensation Services, the movement of an employee's current position to a different class or salary grade having a lower salary range maximum.

Reclassification, Lateral (PPSM 2): As a result of a classification review by CHR Compensation Services, the movement of an employee's current position to a different class having the same salary range maximum.

Reclassification, Upward (PPSM 2): As a result of a classification review by CHR Compensation Services, the movement of an employee's current position to a different class or salary grade having a higher salary range maximum.

Salary Grade (PPSM 30): A pay level within a salary structure assigned to a group of jobs of the same or similar value.

Salary Range (PPSM 30): The range of pay from minimum to maximum established for a salary grade or job.

Questions?

If you have questions, please contact your Campus Human Resources Compensation Consultant.