Set targets for UCOP employee salary ranges

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 Recommendations

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.