The following guidelines are designed to assist departments in implementing the FY 2014-15 merit pay plan for PPSM Policy-Covered (non-represented) staff, consistent with the Regents’ and President’s decisions for FY 2014-15.*
The merit increase pool will be 3% of the payroll base of filled eligible positions in eligible job categories as of June 1, 2014. For staff paid on general funds, the increases must be provided from current allocations; there will be no additional allocations specifically for this purpose made to accommodate this increase in expenditures.
Salary increases for eligible staff will be effective July 1, 2014, for monthly paid employees and reflected in August 1, 2014, paychecks. For bi-weekly paid employees, salary increases will be effective for the pay period June 22, 2014, through July 5, 2014, and reflected in July 16, 2014 paychecks.
- Policy-covered staff appointed and on payroll before January 1, 2014, are eligible for merit increase consideration except as noted below.
- 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 external and external demands for documentation of individual performance.
- 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.
- Staff members with a performance rating of “satisfactory” or above in the most recent performance appraisal are eligible for merit increase consideration. Individual increases may vary from the average 3% and should be based on documented performance, the accomplishment of assigned responsibilities, and overall contribution.
- 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” may receive less than the average increase.
- The following appointment types are not eligible for a merit increase:
- per diem
- floater (Health System)
- on probationary status as of June 30, 2014
- casual-restricted students
- 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
- Contract appointees who are subject to PPSM Salary Policy 30 under the terms of their employment contract are eligible for merit consideration.
- 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.)
2. Salary Structure Adjustments
Salary ranges will be adjusted effective July 1, 2014, (and June 22, 2014, for bi-weekly paid employees) and will be available soon for:
- Management and Senior Professionals (MSP)
- Professional and Support Staff (PSS 1-7)
- Professional and Support Staff (PSS A-D)
- Information Technology Professionals
- Advancement Officers
3. Applicable Policies and Procedures*
- All regular approval processes and approval levels will apply to salary actions under this plan.
- Transactions resulting in total annual cash compensation above $295,000 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.
- 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.
- This plan is made pursuant to Salary Policy PPSM 30, which stipulates that an employee’s combined salary increases (merit, equity, promotional increase) during a fiscal year may not exceed 25% of base salary.
- All resulting salaries should be within the applicable salary range and grade. Any 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) 794-0880 or Health Sciences Human Resources (310) 794-0500. EDB questions may be directed to Personnel Services at (310) 794-3147.
*Please note: The annual salary guidelines supersede the local procedures with regard to merit eligibility review and effective dates.