The UCSF 2015-2016 salary increase program for non-represented staff will be effective July 1, 2015, for monthly paid employees and June 21, 2015, for bi-weekly paid employees. The 2015-2016 salary program has been developed to support the guiding Compensation Philosophy for UCSF. The 2015-2016 salary program that was approved by the UCSF Compensation Committee will consist of the following components:

  • 3% control point merit increase
  • 1% focal point equity review
  • Salary range adjustments developed and administered locally
    • Midpoint and Maximum ranges were adjusted upward by 3% effective July 1, 2015, and the Title and Pay Plan has been updated
    • The Minimum of the range was not adjusted

A web-based Merit and Focal Equity tool has been developed to support this process. The tool will provide the opportunity to identify both the merit and equity increase (if any) for each employee. The goal of providing an online tool where both merit and equity considerations can be modeled is to allow managers to consider the "resulting pay" for staff following the implementation of any salary increases for the fiscal year.

Timeline

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3% control point merit increase

Program Principles and Criteria
The UCSF campus remains committed to a merit program that distinguishes among different levels of performance and rewards employees whose contributions have most significantly influenced the accomplishment of the organization's mission, goals, and objectives.

Principles

  • An effective merit program is supported by a meaningful and timely performance evaluation for each employee
  • Staff with higher levels of performance should receive a higher percentage merit increase relative to peers with satisfactory performance
  • Merit principles should be applied consistently regardless of salary fund source
  • The sum of all salary increases must balance to a merit control point of 3%
  • All recommended salaries must fall within the salary range minimums and maximums

Criteria

  • Employees must hold an active career or contract appointment and have been appointed to their position by January 5, 2015
  • Healthcare related titles are included
    • Healthcare related job titles are non-represented, generally supervisory titles of a bargaining unit covered title (e.g. Licensed Vocational Nurse Supervisor is an EX-related job title or Dietitian Supervisor is an HX related title)
  • Employee must be on pay status at the time of payout
  • If an employee has received a Performance Evaluation (PE) between July 1, 2014, and July 31, 2015, this will be used as the PE rating for this year's merit program
  • If there is no rating on file between July 1, 2014, and July 31, 2015, then performance is deemed satisfactory with a rating of "Meets"
  • Employees whose latest performance rating is "Fails to Meet" or "Partially Meets" are ineligible for a merit increase unless there are compelling, extenuating circumstances
    • Exceptions should be extremely rare and require the approval of David Odato, Associate Vice Chancellor, Human Resources, UCSF/Chief Administrative and Human Resources Officer UCSF Medical Center

Funding Pool and Distribution Guidelines
The fundamental organizational value of administering a merit pay program rests with providing differential pay increases for different levels of performance. While departments are allowed reasonable flexibility in determining the salary increase percentage for each employee, to assist you in determining these pay decisions, please refer to the Knowledge Bank article: Merit Increase on the UCSF HR website (Log into MyAccess for the most comprehensive content).

This year UCSF HR will provide departments with recommended merit distributions based on Control Point and/or Department Unit performance ratings. The recommendations are intended to assist in differentiating merit increase amounts based on levels of performance, while ensuring the 3% merit spending limit.

1% Focal Point Salary Equity Review

Program Principles and Criteria
UCSF's current salary administration process for non-represented employees is an annual focal point examination of salary equity conducted by each department throughout the organization.

Principles

  • Equity increases cannot be provided in an across-the-board fashion
  • Employees receiving increases should be limited to no more than 50% of total eligible population
  • The 1% spending limit is funded by each department and provides a spending framework
  • If salary equity needs within a department are already addressed, there may not be a need to spend any or all of the 1% equity pool
    • The 1% pool is calculated from the pre-merit salaries within a department
  • Consistent with policy, the total of all salary increases provided to an employee (including merit, promotional increases or equity adjustments) during FY 2015-2016 may not exceed 25% of the individual's salary prior to July 1, 2015, unless an exception is approved by Human Resources
  • Salary adjustments for employees in titles covered by collective bargaining agreements are subject to collective bargaining

Criteria

  • Employees must hold an active career or contract appointment and have been appointed to their position by January 5, 2015
  • Healthcare related titles are included
    • Healthcare related job titles are non-represented, generally supervisory titles of a bargaining unit covered title (e.g. Licensed Vocational Nurse Supervisor is an EX-related job title or Dietitian Supervisor is an HX related title)
  • Employee must be on pay status at the time of payout

To assist with identifying business triggers for salary equity increases, we recommend utilizing the established Salary Equity Guidelines. Additionally, your HR Staff Shared Services team is available to assist you with identifying and making recommendations to address salary equity issues.

For questions regarding this year's salary program, please contact:

Kellie Beale, Compensation Specialist, at [email protected]
Katy Rau, Director of Staff Shared Services, at [email protected]