Guidelines for Administration of the FY 2016-17 Merit Pay Plan for PPSM Policy-Covered Staff

The following guidelines are designed to assist departments in implementing the FY 2016-17 merit pay plan for PPSM Policy-Covered (non-represented) staff, consistent with the Regents’ and President’s decisions for FY 2016-17.

The merit increase pool will be 3% of the payroll base of filled eligible positions in eligible job categories as of June 1, 2016. For staff paid on general funds, the increases must be provided from current allocations; there will be no additional allocations made specifically for this purpose to accommodate this increase in expenditures.

Salary increases for eligible staff will be effective July 1, 2016 for monthly paid employees and reflected in August 1, 2016 paychecks. For bi-weekly paid employees, salary increases will be effective June 19, 2016, and reflected in July 13, 2016 paychecks.

1.    Eligibility

    a. Policy-covered staff appointed and on payroll before January 1, 2016, are eligible for merit increase consideration except those noted below:

  • per diem
  • floater (Health System)
  • on probationary status as of June 30, 2016
  • casual-restricted students
  • limited appointments with a defined end date
  • rehired retirees who have not suspended their UCRP payments, including those rehired retirees who received a lump sum cash-out of UCRP benefits at retirement.

   b. Contract appointees who are subject to PPSM Salary Policy 30 under the terms of their employment contract are eligible for merit consideration.
   c. Senior Management Group members may be eligible for an increase in accordance with criteria established by the Office of the President. (Some salary actions require approval by the President and/or the Regents.)

2.    Performance Criteria and Factors to Consider

   a. Written performance evaluations should be completed in accordance with PPSM 23. The performance appraisal is intended as a means of measuring and enhancing individual, team, and institutional performance; fostering professional development and career growth; aiding in the determination of merit increases; and meeting the internal and external demands for documentation of individual performance.
   b. Within-grade salary advancement is based primarily on merit. The amount of an increase should depend on the individual’s performance as it relates to current pay and the accomplishment of assigned responsibilities and performance expectations, position within the salary range, performance relative to other members of the review unit, and the established fund pool.
   c. Staff members with a performance rating of “meets expectations” or above as determined in the most recent performance appraisal are eligible for merit increase consideration. Individual increases should be based on documented performance, the accomplishment of assigned responsibilities, and overall contribution.
   d. An employee whose performance is unsatisfactory or “Does Not Meet Expectations” should not be recommended for an increase. Additionally, an employee whose performance rating is “Partially Meets Expectations” should receive a lower increase than stronger performers in the review unit.

3.    Salary Structure Adjustments

 Salary ranges will be adjusted effective July 1, 2016, (and June 19, 2016 for bi-weekly paid employees).

3.    Applicable Policies and Procedures

   a.  All regular approval processes, policies (see PPSM 30), and approval levels will apply to salary actions under this plan.
   b. ctions resulting in total annual cash compensation above $301,000 must be submitted in advance to Campus Human Resources for approval by the Chancellor.
   c. One-over-one approval of actions is required; for example, an increase for a supervisor’s direct report must also be endorsed at the next management level.
   d. All resulting salaries should be within the position’s applicable salary range and grade. Any proposed exceptions require advance approval by Campus Human Resources or Health Sciences Human Resources.

Information regarding implementation dates and processes will be sent to HR administrators by Compensation Services. For questions, please contact your Compensation Consultant in Campus Human Resources (310-794-0890) or Health Sciences Human Resources (310-794-0500). EDB questions may be directed to Personnel Services at (310) 794-3147.