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Courtesy notice regarding annual systemwide payroll disclosure
Dear colleagues:
As part of the university's commitment to transparency and public accountability, including the way it compensates faculty and staff, UC is conducting its annual disclosure of systemwide employee compensation for calendar year 2022. This disclosure parallels last year's payroll disclosure and is consistent with similar practices at many other public institutions.
The 2022 payroll data, along with a summary analysis, is available online here. The data will also be available to news media.
Because UC is a public institution, employee compensation is considered a public record under the California Public Records Act and is reflected in the staff personnel policy in Personnel Policies for Staff Members (PPSM 80(C):
“Information which is public information and which should be released upon request includes name, date of hire, current position title, current salary, organizational unit assignment, date of separation, office address and office telephone number, current job description, full-time or part-time, and appointment type.”
Academic personnel policy, Academic Personnel Manual (APM) 160-20(b)(4), also states that any “non-personal” information “is public information and is available upon request to any person or entity without limitation.” It defines “non-personal” academic personnel information as including name, date of hire or separation, current position title, and current rate of pay.
Questions about access to the payroll data may be directed to pra@ucop.edu.
Sincerely,
UCOP Office of Public Records
pra@ucop.edu
Salary-increase program proposed for policy-covered staff and academic appointees
Dear Colleagues,
We are pleased to share the good news that UC President Michael Drake has confirmed the decision to proceed with a 2023 general salary increase program for policy-covered staff employees and academic appointees (i.e., employees not represented by a collective bargaining unit) at all locations, contingent upon state funding. In the event the current budget expectations are altered, UC President Drake will provide an updated announcement at that time.
For policy-covered staff employees, salary increases will be implemented as a general increase, where all eligible policy-covered staff employees would receive a 4.6% increase to their base salary. Although this year's salary program for policy-covered staff is not a merit program where performance impacts the amount of increase, the importance of the annual performance review process should not be discounted. All policy-covered staff employees should continue to receive, at least annually, a performance review per policy. This program is separate and distinct from any UC ANR Market Adjustment program. Please review the guidelines and eligibility criteria for policy-covered staff.
For policy-covered academic appointees, the academic salary scales will be increased by a general range adjustment of 4.6%. The adjustment to the academic salary scales will be effective July 1, 2023. The regular peer-review merit advancement process for policy-covered academic appointees will continue per academic personnel policy. This program is separate and distinct from any UC ANR Market Adjustment program. Guidelines and eligibility criteria for policy-covered academic appointees will be available on the website shortly.
Please note that this increase does not apply to represented employees and academic personnel who are receiving separate increases in accordance with applicable collective bargaining agreements.
Thank you for your continued efforts to improve and enrich more lives in more communities.
Glenda Humiston
Vice President
Courtesy notice regarding annual systemwide payroll disclosure
Dear Colleagues:
As part of the university's commitment to transparency and public accountability, including the way it compensates faculty and staff, UC is conducting its annual disclosure of systemwide employee compensation for calendar year 2021. This disclosure parallels last year's payroll disclosure and is consistent with similar practices at many other public institutions.
The 2021 payroll data, along with a summary analysis, is available online here. The data will also be available to news media.
Because UC is a public institution, employee compensation is considered a public record under the California Public Records Act and is reflected in the staff personnel policy in Personnel Policies for Staff Members (PPSM 80(C):
“Information which is public information and which should be released upon request includes name, date of hire, current position title, current salary, organizational unit assignment, date of separation, office address and office telephone number, current job description, full-time or part-time, and appointment type.”
Academic personnel policy, Academic Personnel Manual (APM) 160-20(b)(4), also states that any “non-personal” information “is public information and is available upon request to any person or entity without limitation.” It defines “non-personal” academic personnel information as including name, date of hire or separation, current position title, and current rate of pay.
Questions about access to the payroll data may be directed to pra@ucop.edu.
Sincerely,
UCOP Office of Public Records
pra@ucop.edu
Recognizing UC ANR employees for their continued commitment to our mission
We are pleased to let you know that the UC system, including UC ANR, is implementing a 4.5 percent salary increase program for all eligible policy-covered staff and academics, effective July 1, 2022. This is just one of the important ways we recognize the extraordinary efforts by our employees to deliver our mission, despite the challenges we continue to face. Further information about the payout dates and eligibility will be communicated by Human Resources in the near future.
In addition, the academic salary scales will be increased by a general range adjustment of 4 percent. The adjustment to the academic salary scales will be effective July 1, 2022, for UC ANR policy-covered academic appointees and June 26, 2022, for bi-weekly paid employees.
Those academics who are successful in merit and promotion reviews during the current cycle will advance effective July 1, 2022. No decisions have been made regarding any academic equity adjustments.
Please note, these salary programs are contingent upon the 5 percent allocation currently in the State budget and is subject to change. While we do not anticipate a change, in the event the current budget expectations are altered, the announcement will be shared from UC President Drake. Union-represented academic and staff employees pay programs are governed by collective bargaining unit agreements.
People are our greatest asset; without you, we cannot achieve our research and extension mission. I want to take this opportunity to thank you all for your hard work and dedication.
Sincerely,
Glenda Humiston
Vice President
Market Equity Adjustment Plan
Dear Colleagues:
Attracting and retaining highly qualified employees is a top priority for UC ANR. It's a critical part of our strategic plan and key to our ability to deliver the mission. It's been four years since we began our last Market Equity Adjustment Plan, which was completed this past year; in that time the labor market has continued to change due to factors like the COVID-19 pandemic, inflation and systemic shifts in many labor markets. Those factors have increased pressures on household budgets for many of our employees; because of that UC ANR has recently conducted an updated analysis of market rates for our staff positions. I'm pleased to report today that, as part of UC ANR's overall compensation strategy, I have approved an accelerated two-year Market Equity Adjustment Plan for policy covered (non-represented) staff.
This program will ensure salaries of existing staff are better aligned with the labor market and is effective as of April 2022, although changes in payroll will first be seen in June 2022. Using UC Career Tracks, UC ANR Human Resources will be able to identify, review and address the salaries of policy covered staff members whose pay is not in the updated competitive zone targets. All policy covered staff are eligible to participate in this plan, regardless of their position's funding source.
To ensure that employees shift into appropriate market rates more quickly, our UC ANR program will be implemented over two years, rather than the four years we did previously. Please note: these equity adjustments are separate and distinct from any UC systemwide merit program approved later by President Drake.
UC ANR leadership is committed to the health and well-being of our employees. This Market Equity Adjustment program is designed to address salary issues; other work continues throughout the system to address program support, enhancements to business operations, communications and more. Additional information on program eligibility and payroll dates will be forthcoming. Questions and follow-up can be addressed to humanresources@ucanr.edu.
As always, many thanks for the great work you do to serve our mission and the people of California. Best wishes and have a wonderful weekend!
Glenda Humiston
Vice President
