UC Davis Salary Program for Policy-Covered Staff

In 2023, UC Davis will recognize policy-covered (non-represented) staff for their dedication and commitment to UC Davis and UC Davis Health with a general salary increase of 4.6% for eligible employees.

UC President Michael Drake has confirmed the decision to proceed with a 2023 general salary increase program for policy-covered staff (i.e., staff not represented by a collective bargaining unit) at all locations, contingent upon state funding.

Effective Dates and Planned Pay Dates in 2023
Eligible, policy-covered staff will receive a 4.6% increase to their base salary, effective:

  • Bi-weekly Paid Employees: Increase effective June 25 and planned to appear on July 19, 2023 paycheck.
  • Monthly Paid Employees: Increase effective July 1 and planned to appear on August 1, 2023 paycheck.
UC's salary increase program is contingent upon an allocation increase from the state for the FY 2023-24 budget. While a change to salary increases outlined below is not anticipated, if the current budget expectations are altered, we will provide an updated salary program announcement.

Eligibility for 2023 Salary Increase

  • Career and Partial Year Career Employees
    • Professional and Support Staff (PSS) and Manager and Senior Support Staff (MSP) hired on or before Dec. 31, 2022
  • Completed Performance Appraisal for 2022-23 with a rating of ‘Fully Achieved Expectations’ or better.
    • Non-represented employee performance appraisals are due on June 9, 2023. Salary increases for employees with late performance appraisals are processed retroactively and will be delayed.
    • Supervisors should review the Performance WorkCenter in UCPath to validate that appraisals are complete in the system by June 9.
    • For an appraisal to be complete in the system, employees must “acknowledge” the appraisal. Supervisors should always meet with the employee to review their performance appraisal.  Should a circumstance occur where an employee is not available to acknowledge their performance appraisal, supervisors can select to override. This should be done in consultation with the employee, and as necessary, in consultation with Employee and Labor Relations.
  • Probationary, non-represented employees must have successfully completed their probationary period by June 30, 2023.
    • This requires manager completion of the ‘Probation Final Evaluation’ in ePerformance.
  • Interlocation Transfers (employees who transfer from another University of California location to UC Davis) must meet the following criteria to be eligible for the 2023 salary increase:
    • Hired in a staff, career or partial year career position with UC by December 31, 2022
    • Appointed in a policy-covered position by April 30, 2023
    • Has probationary status end date on or before June 30, 2023
    • Transfer to UC Davis / Health, with no break in service, occurs by:
      • Bi-weekly Paid - June 25, 2023
      • Monthly Paid - July 1, 2023
  • Transfer of Represented to Policy-Covered Position employees who internally transfer (within UC Davis) must meet the following criteria to be eligible for the 2023 salary increase:
    • Hired in a staff, career or partial year career position with UC by December 31, 2022
    • Appointed in a policy-covered position by April 30, 2023
    • Has probationary status end date on or before June 30, 2023
  • Employees on Leave of Absence
    • Career/Partial Year Career employees on a Leave of Absence at the time the salary increase is paid will receive their increase upon their return to active status, and retroactive to effective date.

Lump Sum Payment

For employees at or near salary range maximum

  • PPSM 30 requires that "an individual salary shall be within the salary range that is assigned to the position." Individuals who are at or near the range maximum will be eligible for an increase up to the range maximum with any equivalent portion in excess of maximum given as a lump sum payment that does not add to base salary. Not applicable to employees who received formal notification of "red-circling".

Ineligible Employees

  • Represented employees who are subject to the collective bargaining process, including job titles that have been accreted into bargaining units or recently organized by unions.
  • Contract, Floater, Per Diem and Limited Term Employees
  • Employees rated as "Needs Improvement" or "Unsatisfactory"  on their most recent performance evaluation


  • Why are represented employees not included?
  • Staff employees who are represented by our various unions are excluded as their wages are governed by collective bargaining unit agreements.
  • Why is this year’s salary program not a merit program?
  • We want to recognize the extraordinary efforts by all of our policy-covered employees by providing a general increase.
  • Why is an annual performance review required to receive the general increase?
  • Non-represented staff must have a completed 2022-23 performance appraisal and receive a rating of ‘Fully Achieved Expectations’ or better to receive the salary increase.

    Performance reviews are an essential component of the employee experience and allow managers and supervisors to engage with their employee to review performance, set goals, have career development conversations, and receive feedback.
  • What if someone doesn’t have their 2022-23 performance completed by June 9, 2023?
  • The salary increase requires successful completion of the 2022-23 performance appraisal.

    An employee’s salary increase cannot be applied until their performance appraisal is completed.

    When a performance appraisal is completed after June 9, the salary increase will usually be processed within two months after submission. Managers and supervisors should advise their leaders if they anticipate not meeting the June 9 completion date.


For further information, please contact:

UC Davis Campus Compensation Team

UC Davis Health Compensation Team