Supervisors will soon be communicating with their nonrepresented employees on the subject of the 2015-16 staff salary program. Raises for eligible employees will be retroactive to July 1.
The program for faculty and nonrepresented staff across both campuses is expected to continue over the next several years — something Chancellor Linda P.B. Katehi has long advocated.
“The world-class staff at ϲϿ Davis are absolutely essential to our great university,” the chancellor said. “This salary program has been our goal, so our employees will know they will be recognized for the good work they do.”
The salary program now being communicated is for nonrepresented employees only. Salary programs for represented employees are administered per collective bargaining agreements and can vary by labor group.
The ϲϿ Davis program for nonrepresented staff will equal 3 percent of total salaries. This is the same percentage as the last two years, but whereas the university distributed those raises across the board, this year’s raises are being apportioned by a merit-based process.
Employees who “meet expectations” will receive at least 2 percent, and employees who receive ratings of “exceeds expectations” or “exceptional” will receive higher raises. Unit leaders have been provided with the guidance below to assist them in determining merit-based adjustments for their nonrepresented staff. The actual percentages will differ from unit to unit, depending on how far the 3 percent pool will stretch given the number of people within each rating category.
General guidance for 2015-16 merit increases, by EPAR rating:
- Unsatisfactory — none
- Needs improvement — none
- Meets expectations — 2-3%
- Exceeds expectations — 3-4%
- Exceptional — 4-5%
More good news: There’s no increased contribution this year to the ϲϿ Retirement Plan, so employees who get raises will not be giving up a portion to ϲϿRP as happened the last two years.
Pay for performance
Chancellor Katehi articulated more than a year ago that the campus would move to a pay-for-performance system, so employees knew what to expect in the EPAR year that began July 1, 2014.
Officials reminded that performance ratings cover only one year — that a “meets expectations” rating one year does not detract from previous years of “exceeds expectations” or “exceptional” ratings.
“Our performance management system is intended to celebrate personal success based on the goals that individual employees set each year,” said Dave Lawlor, vice chancellor and chief financial officer.
“We set high expectations for our employees and are striving to build a culture focused on rewarding achievement.”
Human Resources officials said 2015 salary increases (not including retroactive pay) will be reflected on Aug. 26 paychecks for employees who are paid biweekly and on Sept. 1 paychecks for employees who are paid monthly. Retroactive payments will be included in October checks.
Media Resources
Dave Jones, Dateline, 530-752-6556, dljones@ucdavis.edu