Salary Equity Increase Guidelines for UCSF Staff Positions

Home / Campus / ( Published on 2014-10-05 )

Salary increases, outside of the annual merit process occur as the result of promotion, upward reclassification or approval of a salary equity increase. At UCSF, requests for salary equity review for non-represented employees take place at a single point in each year during the campus Focal Point Equity Review.  

Each fiscal year, the timing and process for the Focal Point Equity review will be announced by Campus Human Resources. The general guidelines and criteria for the provision of salary equity increases can be found here.

Your HR generalist will partner with the requesting department to develop the following information, as appropriate, to determine support of the rationale:

  • The names, years of University service, years of related service outside of the University, years in title, related educational level, relative performance information, sex and ethnicity, and any relevant personal attributes, special qualifications or unique skills of employees, within the unit or department, who occupy comparable titles and perform comparable work. 
  • Appropriate salary comparisons at UC campuses, where relevant. 
  • Any relevant and available market data for comparable work performed at competitive institutions. 
  • The average UCSF salary for employees in comparable titles (used as a basis of information but not as influential as other factors.) 

Tips to remember when considering issues of salary equity:

  • Achieving salary equity does not mean that each employee performing the same or similar work should be paid identically. Consideration should be given to varying levels of performance and related experience. 
  • Positions with the highest levels of market lag are not always those that should receive priority for the application of limited salary equity funding. Salary decisions should provide support to your business goals and objectives and if there are positions with significant recruitment and retention issues and a short supply of appropriately skilled labor force, it may be appropriate to provide higher salary equity priority to those positions over jobs with a larger market lag. 
  • There is limited funding available for salary equity increases and it may require a multi-year approach to achieve all of your goals with respect to internal and market equity.

Requests for salary equity reviews for non-represented employees that fall outside of the Focal Point Equity Review process are considered exceptions and require additional HR approval. Exceptions require special business circumstances which may include the following: 

  • Salary retention proposal for a key staff member in the face of a bona fide job offer from a competitor;
  • Equity increases proposed to adjust an entire level or family of staff due to significant, unforeseen movement in the salary market for comparable positions;
  • Equity increases proposed to alleviate salary compression among non-represented supervisors due to aggressive salary movement for the related represented titles;
  • Equity increases proposed to compensate for a significant increase in the scope and complexity of assigned responsibilities in a position that does not compel a change in the classification level;
  • Equity increases proposed to address significant market lags or internal equity surfaced through the implementation of job families.

Exceptional salary equity requests should be submitted to your HR generalist.

Requests for salary equity reviews for represented employees are subject to the terms and conditions of the appropriate agreement. You should consult your HR generalist for assistance in understanding those agreements.