- Author: Pamela S Kan-Rice
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 2023. This disclosure parallels last year's payroll disclosure and is consistent with similar practices at many other public institutions.
The 2023 payroll data, along with a summary analysis, is available online here. The data will also be available to news media upon request.
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
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
Attracting and retaining highly qualified employees is a top priority for UC ANR. To be more competitive among many diverse employment markets, UC ANR has developed a plan to address the competitiveness of our staff salaries.
As part of UC ANR's overall Strategic Plan, VP Glenda Humiston approved a four-year Market-based Adjustment Plan for non-represented staff to ensure salaries of existing staff are better aligned with the labor market. This is the second year of the four-year plan.
All non-represented staff are eligible to participate in this plan, regardless of their position's funding source. For some staff members whose compensation has fallen behind market rates, the Division is making a significant effort to address this issue, as long as it is fiscally viable and prudent to do so.
Using UC Career Tracks, UC ANR Human Resources will be able to identify, review and address the salaries of non-represented staff members whose pay is not in the targeted competitive zone. This strategy is being implemented over four years, which will allow us to better manage the fiscal impact of the salary adjustments.
Eligible employees will be notified individually within the next few weeks. These market-based adjustments are separate and distinct from any merit program approved centrally by President Napolitano.
For more information, please read the FAQs at http://ucanr.edu/sites/ANRSPU/Supervisor_Resources/Compensation/Equity_.
Dear Colleagues:
As you know, attracting and retaining highly qualified employees is a top priority for UC ANR. To be more competitive among many diverse employment markets, we have developed a plan to address the competitiveness of our staff salaries.
As part of UC ANR's overall Strategic Plan, I have approved a four-year Market-based Adjustment Plan for non-represented staff to ensure salaries of existing staff are better aligned with the labor market. All non-represented staff are eligible to participate in this plan, regardless of their position's funding source. For some of you whose compensation has fallen behind market rates, the Division is making a significant effort to address this issue, as long as it is fiscally viable and prudent to do so.
Using UC Career Tracks, UC ANR Human Resources will be able to identify, review and address the salaries of non-represented staff members whose pay is not in the targeted competitive zone. This strategy is being implemented over four years, which will allow us to better manage the fiscal impact of the salary adjustments. This is year two of the four-year plan.
Eligible employees will be notified individually within the next few weeks. These market-based adjustments are separate and distinct from any merit program approved centrally by President Napolitano.
For more information, please read the FAQs at http://ucanr.edu/sites/ANRSPU/Supervisor_Resources/Compensation/Equity_.
Sincerely,
Glenda Humiston
Vice President
View or leave comments for ANR Leadership at http://ucanr.edu/sites/ANRUpdate/Comments.
This announcement is also posted and archived on the ANR Update pages.
I am pleased to announce the University will implement a merit-based salary increase program for policy-covered (nonrepresented) staff employees for the 2017-18 fiscal year. For ANR staff employees, the salary increase program will be effective July 1, 2017, for monthly paid employees and June 18, 2017, for biweekly paid employees.
Continuing the 2016-17 program, staff salary increases again will be related to the annual staff performance appraisal process. This is part of the ongoing UC-wide effort to move toward consistent delivery of pay programs that reward individuals for their performance and contribution.
Academic appointees can expect to receive information about this year's academic salary program in the coming weeks.
General questions about staff performance appraisals and the staff salary program can be directed to John Fox, Human Resources executive director, at jsafox@ucanr.edu.
Sincerely,
Glenda Humiston
Vice President
View or leave comments for ANR Leadership at http://ucanr.edu/sites/ANRUpdate/Comments.
This announcement is also posted and archived on the ANR Update pages.
