Administrative Guidelines: UCSF Campus 2016-2017 Salary Program for Non-Represented Staff Employees

The UCSF 2016-2017 campus salary increase program for non-represented staff will be effective July 1, 2016 for monthly paid employees and June 19, 2016 for bi-weekly paid employees. The 2016-2017 salary program has been developed to support the guiding Compensation Philosophy for UCSF. 

The 2016-2017 salary program that was approved by Janet Napolitano, University of California, President and the UC Budget as approved by The Regents will consist of the following components:

  • 3% control point merit increase
  • 1% focal point equity review 
  • Any changes to the salary ranges will be communicated in HR Update and reflected in the merit tool

Eligibility Criteria 

  • Employees must hold an active career or contract appointment and have been appointed to their position on or before January 4, 2016
  • 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)
  • Employees with a "Meets" or higher performance evaluation are eligible for this program
    • If there is no rating on file and none is submitted, then the employee will default to 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, and Senior Vice President, Human Resources, UCSF Health
  • Employee must be on pay status at the time of payout 
  • Transfers from other University of California campuses are eligible assuming other eligibility criteria is met

Campus Timeline*


3% control point merit increase

Program Principles 
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.  


  • 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
    • As similar to last year, UCSF HR will provide departments with recommended merit distributions based on Control Point and/or Department Unit performance ratings
    • Merit principles should be applied consistently regardless of salary fund source
  • Effective this merit cycle, across-the-board merit increases are not allowed. (Defined as all employees receiving the same percentage increase regardless of performance rating.) 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 included in the merit tool.
  • If an employee has received a Performance Evaluation (PE) between January 1, 2015-March 15, 2016, this will be used as the PE rating for this year’s merit program 
    • Please note that employee signature date is used when keying PEs.  
    • To allow for departments to finalize their PE process and collect signatures, we will be keying performance evaluations as they come in through April 7.  
    • If you have PE for this merit cycle that was not captured during this process, Department merit delegates will be able to identify this during the data validation period.

To assist you in determining these pay decisions, please refer to the Knowledge Bank article: Merit Increase on the UCSF HR website (Login to MyAccess for the most comprehensive content). 

1% Focal Point Salary Equity Review

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


  • Equity increases cannot be provided in an across-the-board fashion
  • Employees receiving increases typically would not be 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 2016-2017 may not exceed 25% of the individual's salary prior to July 1, 2016, unless an exception is approved by Human Resources

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, Campus Compensation Consultant at [email protected].