Salary and pay

The Compensation Unit in Human Resources oversees the pay programs for all staff employees covered by Personnel Policies for Staff Members (PPSM) and various collective bargaining units.

UCOP pay programs support salary decisions that help recruit, retain, and motivate highly qualified employees. Our salary program goals include:

  • Make salary decisions based upon appropriate qualifications, contributions, performance, and equity and budget considerations
  • Encourage and reward excellent performance
  • Provide salary increases, when appropriate, within available funding

Policies, procedures, practices and required approvals for the various pay programs differ in their flexibility to manage salary actions.They are defined in greater detail in UC Compensation Policy (PPSM-30) (pdf)PPSM-30 UCOP Revised Local Procedures 4-15-2019 (pdf) and PPSM-30 UCOP Delegation of Authority Matrix (pdf)

Career Tracks Salary Ranges

OP has a set of ranges that were developed as part of Career Tracks Implementation in 2013. A salary range is the range of pay rates from minimum to maximum, established for a salary grade that typically reflects the competitive labor market value. The development of salary ranges involves the comparison of the university's internal evaluation and ranking of the positions coupled with external salary data. This salary data is gathered and updated through industry specific surveys of companies and universities with similar pay programs and practices.

OP’s salary ranges will be evaluated annually and will be updated periodically using salary survey data from a variety of comparable sources.

One of the key components of a salary administration program is a salary structure. A salary structure is simply a hierarchy of job grades and salary ranges established within an organization. The salary structure at OP will be expressed in terms of job grades.

During the job evaluation process, jobs are assigned to specific salary grades based on an evaluation of the complexity, required skill set, job market, and internal equity factors. A salary grade is defined as an organizational classification into which jobs of the same or similar value are grouped for compensation purposes. The job evaluation process is performed by the UCOP Compensation Department and is required for every position at the university.

Sr. Management Group Market Reference Zones

Each Senior Management Group (SMG) position is assigned to a Market Reference Zone (MRZ), salary bands reflecting the labor market in which UC competes for talent. MRZs are unique to each position, developed from carefully gathered and analyzed compensation data from relevant competitor institutions.

MRZs allow the University to systematically administer and manage the salaries of SMG members in a manner that is competitive with relevant external market comparator groups, fostering appropriate internal consistency and facilitating budget control. MRZs will be reviewed and adjusted annually by OP HR, after consultation with and approval by the President and the Chair of the Committee on Compensation.

See below for current OP SMG MRZ:

  • Sr. Management Group Title Codes (pdf)

Bargaining Unit Represented Salaries

Steps or ranges are negotiated with the appropriate unions. You can see current steps or ranges by looking up the title by location in the Title Code System (TCS).

Other compensation actions

For any salary actions, please work with your HR contact. Complete the Compensation Actions Request Form (doc) for any requests that need review by Compensation and escalated review by UCOP Leadership.