Overview
The UCSF 2017–2018 campus salary increase program for policy covered staff will be effective July 1, 2017, for monthly paid employees and June 18, 2017 for bi-weekly paid employees. The 2017–2018 salary program was developed to support the UCSF Campus Equity Principles.

The 2017–2018 salary program, approved by Janet Napolitano, University of California, President, and the UC Budget as approved by The Board of Regents will consist of the following components:

  • 3% control point merit increase
  • 1% focal point equity review 
  • Salary ranges for Career Tracks jobs are being increased by 2.5% to the minimum, midpoint and maximum with an effective date of May 21, 2017

Eligibility Criteria 

  • Employees must hold an active career or contract appointment (50% or greater) and have been appointed to their position on or before January 3, 2017
  • 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 active pay status as of effective date of pay increase
  • Employees on an approved leave of absence without pay will receive any retroactivity due to them upon return to active pay status
  • Transfers from other University of California campuses are eligible assuming other eligibility criteria are met

salary_program_timeline_2017_2018_new_0605.png

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
    • UCSF HR will provide departments with recommended merit distributions based on Control Point performance ratings
    • Merit principles should be applied consistently regardless of salary fund source
  • 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.   
    • Employees already above the salary range maximum are ineligible for either a merit and/or an equity increase. 
  • This year, the campus transitioned to calendar year performance evaluations.  The performance evaluation rating for calendar year 2016 will be used to populate the merit tool. 
    • Please note that employee signature date is used when keying PE’s.  
    • To allow for Departments to finalize their PE process and collect signatures, Human Resources will key performance evaluations as they come in through May 12, 2017.
    • If you have a 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.
    • If an employee does not have a performance evaluation rating on file, then the performance evaluation will default to a meets rating.

1% Focal Point Salary Equity Review

Program Principles 
UCSF campus’s current salary administration process for policy covered 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 promotion or reclassification increases or equity adjustments) during FY 2017-2018 may not exceed 25% of the individual's salary prior to July 1, 2017, unless an exception is approved by Human Resources

To assist with identifying business triggers for salary equity increases, we recommend utilizing the established UCSF Campus Salary Equity Principles. 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.