The Annual Compensation Review Program for policy-covered staff provides leaders with compensation data to support informed strategies and salary decisions in partnership with Compensation Services.
The program focuses on:
- Supervisor Salary Compression
- Salary Range Placement
- Salary Inequity Between Comparable Positions
Manager and supervisor compression is the priority this year. For positions funded by Common Operating Funds (COFI), central campus may provide a small pool of funding to help departments and divisions begin addressing this issue, especially for the most critical compression issues. The allocation will be determined once all units have submitted their reviews and provided information on their critical need. Units with other funding sources are asked to self-fund compression adjustments toward the same goal. Correcting compression is not required, but it is best practice.
Salary range placement and salary inequity adjustments must be self-funded by the unit and require appropriate leadership approvals. While there is no formal cap this year on what a unit can self-fund, we ask that you consider current budget realities and focus on the most concerning cases.
Leaders should review their data to inform future strategic planning and decision making.
Eligibility Criteria
- Must be in a non-represented Manager and Senior Professional Staff (MSP) and Professional and Support Staff (PSS) position on the effective date of the increase.
- NOT ELIGIBLE: Union-represented staff, including recently accreted positions.
- Employee must be on active pay status at time of payout to receive a salary adjustment. Employees on Leave of Absence will receive their adjustment upon return to work.
- Employee status is career or partial-year career (including employees on probationary status).
- NOT ELIGIBLE: Contract, limited and floater positions.
Questions?
Please contact the Compensation Analyst assigned to your area: