Equity reviews are conducted on an annual basis and on an ad-hoc basis for immediate equity issues.

Guidelines

• Equity increases are separate and distinct from the annual salary increase and/or bonus process. Equity adjustments should not be used to circumvent these programs.
• The annual compensation review program provides an opportunity for management to review salaries all of their non-represented staff at one time for salary compression, salary placement within the salary range, and other equity issues.
• Equity requests outside of the annual compensation review process are to address immediate equity issues.

Ad-Hoc Process

1. Equity increases are typically requested by management within a department to correct a salary issue.

2. The request should be initiated in the Job Builder application.

3. Use the justification field when taking this action.

4. The request should include

   • Information regarding the reasons for the request (e.g., retention, compression),

   •  An outline of the employment and salary history of the incumbent in the department,

   • Employment and salary history of other employees in the same classification,

   • Dollar amount of increase being requested,

   • Position/market history, as appropriate (e.g., asking salaries consistently above posted range, failed or extended recruitments due to compensation, difficulty attracting qualified candidates at midpoint of range).

More About Ad-Hoc Equity Reviews

• Read Ad-Hoc Equity Review Reference Guide

Non-Represented Staff:

If the request is for an employee who is currently "non-exclusively represented" the request can be reviewed and approved at a campus level. Upon approval of any equity adjustment action, central HR will notify the requesting department of decision regarding the action.

Union Represented Staff:

California's Higher Education Employer-Employee Relations Act (HEERA) is the law passed by the California State Legislature which gives UC employees the right to decide whether or not they want to unionize and have collective bargaining as the sole means of determining their wages, hours and working conditions. Only some contracts specifically address equity adjustments. As such, equity adjustment requests for represented staff should be carefully considered ensuring they do not conflict with the bargaining process, since decisions may have a broader impact on other represented positions system-wide. In addition, a NOTICE process to the union is required prior to approving and implementing equity adjustments for represented staff. For these actions, please contact a member of the Compensation Services Unit who will assist you in completing the notice to the appropriate union representative. The NOTICE process will be conducted by Human Resources.