Set targets for UCOP employee salary ranges

Current Status  Updated May 2017

CSA due date is April 2020

Initiated

Analysis Underway

Partially Implemented

Fully Implemented

Fully Implemented CSA Confirmed

Project Goals

  • Review and adjust as appropriate salary ranges for all positions based on market salary data, including public and private sector information.
  • Ensure salary structures support and encourage employee development and pay equity.
  • Assess market data to determine whether any narrowing of salary ranges is appropriate.
  • Implement any recommended and approved changes.

Plan Assumptions

  • UCOP salary levels and ranges are currently based on third-party published surveys, which include appropriate and relevant public and private sector pay comparisons.
  • UCOP defines salary ranges and midpoints as proxy for median pay in the market.
  • Appropriate salary amounts for individuals will be based on pay comparisons, market information, individual experience levels, availability of talent, and other relevant factors.
  • UCOP regularly reviews salary ranges compared to market data when setting ranges.

CSA Reporting Requirements and Milestones

By April 2018

  • Develop a method for weighing public and private sector pay data when establishing salaries for all positions.
  • Determine how to restructure salary ranges to make certain the ranges encourage employee development and ensure pay equity.

By April 2019

  • Set targets for any needed reductions to salary amounts using the results from its public and private sector comparison and adjust its salaries accordingly.
  • Narrow its salary ranges.
  • Create a plan for reallocating funds to campuses that it saves as it reduces its staffing costs.

By April 2020

  • Adjust its salary levels and ranges to meet its established targets.
  • Reallocate funds to campuses when adjustments to its salaries and benefits result in savings.
  • Report to the regents on the amount of funds it reallocates to campuses as a result of implementing our recommendations.

Workstream Milestones (preliminary)

1. Determine stakeholder group to review UCOP Salary Ranges — Identify key stakeholders and develop a project team
  1. Stakeholder group to establish action plan
July 1, 2017
2. Develop preliminary project plan and timeline
  1. Review current process for establishing salary movement in market
  2. Review current range structure
  3. Propose salary range changes
September 30, 2017
3. Conduct an analysis of the current salary ranges and proposed changes — review with stakeholder group and ensure any additional and necessary reviews are completed December 15, 2017
4. Incorporate stakeholder input and recommendations into implementation plan — develop an implementation plan and timeline April 2018
5. Complete and implement action plan related to UCOP salary range reviews June 30, 2018
6. Continue review of salaries through the semi-annual equity and promotion process — ensure ranges encourage employee development and ensure pay equity April 2018
a. Review and update equity and promotion process guidelines July 1, 2017
b. Continue the semi-annual equity and promotion process July 1, 2017
c. Continue reviews July 31, 2017
d. Continue the semi-annual equity and promotion process January 1, 2018
e. Continue reviews January 31, 2018
7. Continue review of UCOP salary levels and ranges — review and report on any changes based on market data and the competitive job market April 2019
8. Conduct an analysis of the current salary ranges and proposed changes — review with stakeholder group and ensure any additional and necessary reviews are completed December 15, 2018
9. Complete and implement action plan related to UCOP salary range review June 30, 2019
10. Continue review of salaries through the semi-annual equity and promotion process — ensure ranges encourage employee development and ensure pay equity April 2019
a. Continue the semi-annual equity and promotion process July 1, 2018
b. Continue reviews July 31, 2018
c. Continue the semi-annual equity and promotion process January 1, 2019
d. Continue compensation reviews January 31, 2019
11. Continue review of UCOP salary levels and ranges — review and report on any changes based on market data and the competitive job market April 2020
12. Conduct an analysis of current salary ranges and proposed changes — review with stakeholder group and ensure the appropriate level of reviews are completed December 15, 2019
13. Complete and implement action plan related to UCOP salary range review June 30, 2020
14. Continue review of salaries through the semi-annual equity and promotion process  ensure ranges encourage employee development and ensure pay equity April 2020
a. Continue the semi-annual equity and promotion process July 1, 2019
b. Continue reviews July 31, 2019
c. Continue the semi-annual equity and promotion process January 1, 2020
d. Continue reviews January 31, 2020