|
2007-08 Merit Program for Professional and Support Staff (PSS) and Management and Senior Professional Staff (MSP)
Merit Program Highlights
Campus divisions will run the campus merit program based on employee performance (i.e., rating received on the 2006-07 performance appraisal). Within-grade salary advancement is based primarily on merit. The amount of an increase should depend on the individual’s performance as it relates to the accomplishment of assigned responsibilities and performance expectations, position within the salary range, performance relative to other members of the review unit, and the availability of funds for merit increase purposes. The Merit will be effective October 1, 2007 and will be reflected in the November paycheck.
To be eligible for a merit increase, a PSS or MSP employee must be appointed to a career position in any personnel program by April 1, 2007. (See the Merit Review Date Chart). For the 2007-08 program only, a newly hired employee offered a career position between April 1 – May 31, 2007, was advised he/she would be eligible for a merit increase. Supervisors will have discretion to give a 0% increase for these newly hired employees if their starting salary already reflects the anticipated merit increase. Newly hired employees offered a position June 1, 2007, or later, are not eligible for a merit increase.
PSS and MSP salary ranges will be adjusted effective October 1, 2007. The grade minimums will be adjusted by 2%; grade maximums will be adjusted by 4%. The new UCSC salary ranges, effective October 1st, 2007, are available.
Division control points are expected to balance to the “UC control figure”. The control figure is used to calculate the available merit fund pool. This year’s control figure is 4%, and therefore, the merit fund pool available for merit increases is 4% of the eligible non-represented staff payroll.
Divisions are also expected to be consistent with merit distributions relative to performance rankings campus-wide within the following ranges. The rating descriptions match performance ratings of the newly implemented campuswide performance appraisal forms.
Merit Matrix
| Performance Rating* |
%of Control Figure |
|
2007-08: 4% |
| |
Minimum |
Maximum |
Minimum |
Maximum |
| Outstanding |
100% |
160% |
4.0% |
6.4% |
| More than Satisfactory |
85% |
125% |
3.4% |
5.0% |
| Satisfactory |
65% |
100% |
2.6% |
4.0% |
| Improvement Needed |
0% |
50% |
0.0% |
2.0% |
| Unsatisfactory |
0% |
0% |
0.0% |
0.0% |
While divisions have discretion within the ranges to determine increase amounts, they are obligated to balance to the 4.0% control figure prior to submitting their final merit roster. The ability for a division to provide a merit increase above the minimum of a rating’s percent range in the above merit matrix is largely dependent on the range of performance ratings received.
[Top of Page]
UC Salary Information
General Timeline
The merit recommendation process will take place within campus divisions mid-September. Divisions will submit their approved merit rosters to Staff HR no later than September 27, 2007. Staff HR and the Payroll office will run the merit program beginning early October; the final program run will occur October 16, 2007. Employees will be notified of their merit increase amounts after October 16 and before November 1, 2007. Merit increases are effective October 1, 2007 and will be included on the November 1 or November 8 paycheck.
Additional Methods to Award Performance and Adjust Salary:
It is important to note other means by which staff may be rewarded and/or salaries may be adjusted. The following is a list of options:
- Local Award—can be used to recognize significant achievements, contributions and outstanding performance; not base-building
- Special Recognition and Development Program—campus-wide program to recognize significant achievements, contributions and outstanding performance; not base-building (new 2007-08 program to be established)
- Equity Increase—can be used to address market lags, internal equity issues, retention issues, and permanent significant increase in duties that would not result in a position reclassification; base-building
- Stipends—can be used to compensate staff for temporary assignments for work at a higher grade or significant increase in duties, normally for a period of time less than one year; not base-building.
[Top of Page]
Frequently Asked Questions (FAQs)
- Q: I was hired in July of this year, am I eligible for a merit increase?
A: If you were newly hired to campus in July, you are not eligible for a merit increase. You must be appointed to a career position by April 1, 2007, to be eligible for an increase.
- Q: My supervisor didn’t complete my 2006-07 performance appraisal, how will that impact my merit?
A: If your performance appraisal is not completed by the time merit recommendations are due from your supervisor to the divisions, the default performance rating will be “Satisfactory” and your increase will be finalized by your divisional office using this information.
- Q: Who can I contact for more information?
A: Whether you are a supervisor, divisional contact, or employee, the best place to start is with your HR service Team Representative[Locate Your Team].
- Q: I was represented by a collective bargaining unit until May 1 and then I got a promotion into a non-represented position, am I eligible for a merit?
A: As long as you were appointed to a career position by April 1, 2007, and you are in PSS or MSP on October 1, 2007, you will be eligible.
- Q: What if I disagree with the performance appraisal rating I received?
A: You and your supervisor are strongly encouraged to communicate about the content of your performance appraisal to ensure clarification, understanding and resolution of discrepancies regarding performance standards and expectations. In addition, you may add comments to the appraisal in the “Employee Comments” section.
- Q: Someone I work with received a higher percentage increase but we were both rated “more than satisfactory”. How could this be?
A: It is possible that two individuals with the same rating could receive different percentage increases based on a number of factors such as number of employees within a review unit, different supervisors, or difference in base salaries adjusted by merit increase (e.g., a supervisor may provide a higher percentage increase to an individual who is lower paid, which may result in a dollar increase that is more or less than a merit provided to an individual with a higher salary and lower percentage increase). As long as the increase is within the campus guidelines, these differences can occur.
- Q: How will I know what my increase is?
A: Paper forms with your final merit increase will be distributed to supervisors after October 16 and before November 1, 2007. In addition, after October 16 you can view your adjusted salary at: At Your Service. Please note, however, your percentage increase will not be available at this site.
- Q: What is the order of salary adjustments that have the same effective date?
A: If more than one salary adjustment takes place on the same date, actions occur in the following order:
- merit increases or, if applicable, salary increases for employees who hold temporary appointments
- salary action resulting from promotion, reclassification, transfer, demotion, or equity adjustment
- salary range adjustment (if applicable).
[Top of Page]
|
