Salary and pay

The Compensation Unit in Human Resources oversees the pay programs for all staff employees covered by Personnel Policies for Staff Members (PPSM) and various collective bargaining units.

UCOP pay programs support salary decisions that help recruit, retain, and motivate highly qualified employees. Our salary program goals include:

  • Make salary decisions based upon appropriate qualifications, contributions, performance, and equity and budget considerations
  • Encourage and reward excellent performance
  • Provide salary increases, when appropriate, within available funding

Policies, procedures, practices and required approvals for the various pay programs differ in their flexibility to manage salary actions.They are defined in greater detail in UC Salary Policy (PPSM-30) (pdf) and UCOP Salary Procedure (pdf)

Career Tracks Salary Ranges

OP has a set of ranges that were developed as part of Career Tracks Implementation in 2013. A salary range is the range of pay rates from minimum to maximum, established for a salary grade that typically reflects the competitive labor market value. The development of salary ranges involves the comparison of the university's internal evaluation and ranking of the positions coupled with external salary data. This salary data is gathered and updated through industry specific surveys of companies and universities with similar pay programs and practices.

OP’s salary ranges will be evaluated annually and will be updated periodically using salary survey data from a variety of comparable sources.

One of the key components of a salary administration program is a salary structure. A salary structure is simply a hierarchy of job grades and salary ranges established within an organization. The salary structure at OP will be expressed in terms of job grades.

During the job evaluation process, jobs are assigned to specific salary grades based on an evaluation of the complexity, required skill set, job market, and internal equity factors. A salary grade is defined as an organizational classification into which jobs of the same or similar value are grouped for compensation purposes. The job evaluation process is performed by the UCOP Compensation Department and is required for every position at the university.

Sr. Management Group Market Reference Zones

Each Senior Management Group (SMG) position is assigned to a Market Reference Zone (MRZ), salary bands reflecting the labor market in which UC competes for talent. MRZs are unique to each position, developed from carefully gathered and analyzed compensation data from relevant competitor institutions.

MRZs allow the University to systematically administer and manage the salaries of SMG members in a manner that is competitive with relevant external market comparator groups, fostering appropriate internal consistency and facilitating budget control. MRZs will be reviewed and adjusted annually by OP HR, after consultation with and approval by the President and the Chair of the Committee on Compensation.

See below for current OP SMG MRZ:

Bargaining Unit Represented Salaries

Steps or ranges are negotiated with the appropriate unions. You can see current steps or ranges by looking up the title by location in the Title Code System (TCS).

Other compensation actions

In addition, the following salary actions require increased levels of approval. Complete the Other Compensation Actions Request Form (doc) to request any of the actions described below.

Promotion Increase > 15%: This is an increase given when an employee moves to a different position with title in salary range having a higher range maximum than the title of the position previously occupied by the employee. Reasons for promotional increase >15% are: 1) the employee brings additional experience to the position, or 2) the employee’s salary significantly lags the outside market for comparable work, or 3) one employee's salary is significantly below all similarly situated employees with comparable experience, skills, knowledge and assignments, or 4) to correct a salary inequity within the unit such as a supervisor making less than the employees supervised.

Equity Increase >10%: This is an increase given to rectify salary problems that cannot be corrected through merit review cycle. Reasons for equity increase > 10% are: 1) the employee’s salary significantly lags the outside market for comparable work, or 2) one employee's salary is significantly below all similarly situated employees with comparable experience, skills, knowledge and assignments, or 3) to counter a bona fide offer from outside UCOP, or 4) to correct a salary inequity within the unit such as a supervisor making less than one's employee(s).

Stipend >15%: This is a temporary pay increase given when an employee assumes temporarily higher level duties or other significant duties which are not part of their assignment. Temporary assignment of duties may occur because of: 1) a vacancy under recruitment, or 2) an approved leave of another individual, or 3) a clearly defined temporary assignment, or 4) a special project.

Reasons for stipend increase > 15% are that the employee: 1) significantly lags the outside market for comparable work, or 2) one employee's salary is significantly below all similarly situated employees with comparable experience, skills, knowledge and assignments, or 3) correct salary inequity within the unit such as a supervisor making less than one's employee(s).

Any Increase for Lateral Move: This is an increase given when an employee moves from one position to another position without grade change. Reasons for lateral move increase are: 1) the employee’s salary significantly lags the outside market for comparable work, or 2) one employee's salary is significantly below all similarly situated employees with comparable experience, skills, knowledge and assignments, or 3) to correct a salary inequity within the unit such as a supervisor making less than one's employee(s).

Hiring Above the 75th Percentile of the Range: This is an increase that will place a candidate's pay above the 75th Percentile of the Range. Reasons for exceeding the 75th Percentile of the Range are: 1) the candidate brings additional experience to the position, or 2) the salary range lags the outside market rate for comparable work, or 3) candidate's salary would fall significantly below all similarly situated employees with comparable experience, skills, knowledge and assignments, or 4) to correct salary inequity with the unit such as the supervisor making less than the employees supervised.