As you know, attracting and retaining highly qualified employees is a top priority for UC ANR. One of the key goals of the 2016-2020 Strategic Plan is to address the competitiveness of the compensation for our staff and academics.
In February 2017, I 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. Using UC Career Tracks, each year UC ANR Human Resources identifies, reviews and addresses the salaries of non-represented staff members whose pay is not in the targeted competitive zone.
All non-represented staff are eligible to participate in this plan, regardless of their position's funding source. Staff whose compensation has fallen behind market rates have received increases in each of the last two years, in addition to the annual staff merit program. This represents a significant investment in staff compensation by UC ANR. Implementing this plan over a four-year period allows us to manage the fiscal impact of the salary adjustments.
We are now implementing year three of the four-year plan, effective February 2019. Eligible employees will be notified individually in the next two weeks. For monthly paid employees, the adjustment will be included in April 1 paychecks retroactive to February 1. For bi-weekly paid employees, the adjustment will be included in April 3 paychecks retroactive to January 27. 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_.
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.