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UCLA Guidelines for Administration of the FY 2017-18 Merit Pay Plan for PPSM Policy-Covered Staff

The following guidelines are designed to assist departments in implementing the FY 2017-18 merit pay plan for PPSM Policy-Covered (non-represented) staff. The merit increase pool will be 3% of the payroll base of filled eligible positions in eligible job categories.

Eligibility

  1. Policy-covered staff appointed and on payroll before January 1, 2017, are eligible for merit increase consideration except as noted in paragraph 2 below.
  2. Contract appointees who are subject to PPSM Policy 30 under the terms of their employment contract are eligible for merit consideration.
  3. Senior Management Group employees 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.)

Performance Criteria and Factors to Consider

  1. 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.
  2. 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.
  3. The 3% merit control figure is not intended to result in across-the-board salary increases and individual increases will vary based on the criteria noted in paragraph b above and the individual’s overall contribution, as reflected in the most recent performance appraisal. Staff members with a performance rating of “unsatisfactory” or “does not meet expectations” should not be recommended for an increase. Additionally, employees whose performance rating is “partially meets expectations” should receive a lower increase than stronger performers in the review unit.

Salary Structure Adjustments

Salary ranges will be adjusted effective July 1, 2017, (and June 18, 2017, for bi-weekly paid employees) and will be available soon under Compensation and Classification for:

  • Management and Senior Professionals (MSP)
  • Professional and Support Staff (PSS 1-7 and PSS A-D)
  • Information Technology Professionals
  • Advancement Officers

Applicable Policies and Procedures

  1. This salary plan is made pursuant to PPSM Policy 30. All regular approval processes and approval levels will apply to salary actions under this plan.
  2. Transactions resulting in total annual cash compensation above $304,000 must be submitted in advance to Campus Human Resources for approval by the Chancellor and inclusion in the biannual transactions report required by the Office of the President.
  3. 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.
  4. All resulting salaries should be within the applicable salary range and grade. Any exceptions require advance approval by Campus Human Resources.

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

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