PPS Table of Contents :  HR Questions :  Official University Policies & Procedures :  UC Irvine 

PERSONNEL PROCEDURES FOR UC IRVINE STAFF MEMBERS


COMPENSATION
Procedure 30: Salary


Responsible Office: Human Resources
Revised: November 2008

A. References

EquityAdvisor
UCI Student Worker Guidelines
Funding Policies for Sub 1 - Career Employees


B. Authority and Responsibility

  1. Departments have responsibility and authority for establishing a process to ensure that the total annual increase (including merit, promotional and equity increases) for an employee does not exceed 25 percent of base salary in a fiscal year. Salary increases beyond this limit, and other salary actions outside the parameters of the following guidelines, require exceptional approval.
  2. Human Resources is responsible for consulting with Vice Chancellors, Deans, the Director - UCI Medical Center, and department managers to assist them in administering applicable staff policies and procedures and for providing technical support; distributing merit guidelines, employee eligibility listings, and merit payroll deadlines; and advising on salary actions.

C. Administrative Guidelines for Salary Determination

  1. Salaries for employees with career, limited, casual restricted, and contract appointments must be within the approved salary range.
  2. Departments should consider the following to establish an employee's salary:
  3. Approvals (see UCI Delegation of Authority IDA 513)
  4. Exceptional Approvals
  5. Communications

D. Merit Increases

Vice Chancellors and the Dean-College of Medicine establish procedures for merit recommendations for their coordinating points. These procedures should include processes for:

  1. Communication regarding merit guidelines, funds available for increases, employee eligibility listings, and due dates for merit recommendations.
  2. Review of merit recommendations at the next higher level of authority up to the level of Vice Chancellor or the Dean-College of Medicine.
  3. Ensuring compliance with staff policy, campus guidelines, and the merit control figure.

E. Equity Adjustments

Within-range salary advancement occurs primarily through the merit process. The need for an equity adjustment may come from the external pressure of high demand fields, internal salary compression, and/or retention considerations. An equity adjustment provides the mechanism for addressing such inequities by granting salary increases to non-probationary employees outside of the normal merit cycle.

  1. Employees being considered for an equity adjustment must have completed their probationary period and must not have been hired, promoted, or reclassified within the previous six months. Equity adjustments cannot be used to reward performance.

  2. Equity adjustments are funded 100% by the department's budget and require approval by an authorized individual (see IDA 513). They can be broken out over several budget years if funding is limited or other budget constraints exist.

  3. Equity adjustments take effect the first of the month following receipt by the approval authority. For most employees represented by unions, 30 days' advance notice to the union is required before the salary increase can be implemented.

  4. Requests for an equity adjustment must be submitted by an employee's supervisor through EquityAdvisor, a program designed to determine if an equity adjustment is warranted (see Examples of Situations Requiring an Equity Adjustment). After reviewing available funds and conducting an analysis of departmental and campuswide salaries, EquityAdvisor will recommend an appropriate salary amount. The program will provide the documentation needed to complete the equity review process (union notice, decision-maker routing, and employee notification letter). Additional consultation with Human Resources may be recommended.


F. Applicability

All staff members, except Senior Managers and employees who are in a bargaining unit that has an exclusive representative (union) and are covered by the applicable provisions of the collective bargaining agreement.

 PPS Table of Contents :  HR Questions :  Official University Policies & Procedures :  UC Irvine