UCSB Equity Increase Guidelines
For Managers & Senior Professional (MSP) Employees
(Updated 5/1/2009)
Purpose: Currently, equity guidelines exist as another means of giving salary increases (in addition to merit increases, reclassification increases and promotion increases). They are intended to be used only in cases where salary inequity exists.
Criteria: To be eligible for an equity increase, an employee must be actively working (not on leave), have performance of satisfactory or above and meet one or more of the below criteria:
- Internal salary inequity, defined as a significant salary disparity between employees in the same job title on campus or between new hires and current employees in the same job title in a particular department, division or college.
- External market inequity, as evidenced by one or more of the below situations:
- Valid market data showing that our competition pays higher salaries for similar work
- Recruitment difficulties
- Sharp increase in turnover for similar work on campus
- Immediate retention concerns, such as an external job offer made to an employee.
- Salary compression between supervisors and those whom they supervise.
Process: Approval of individual equity increases (excluding Special Equity Programs), is decentralized from HR to the Vice Chancellor. The Vice Chancellor may choose to delegate authority down to the AVC, Dean, Department Head or Control Point if he/she desires. Such delegations of authority shall reside with the Vice Chancellor office.
- Identify reason for equity increase and informally consult with the Control Point (by Supervisor/Manager)
- Collect supporting documentation including approval for salary increase funding (by Supervisor/Manager)
- Draft request memo (by Department Submitter, usually Supervisor/Manager)
- Obtain department approvals as needed (by Department Submitter, usually Supervisor/Manager)
- Obtain approval from Vice Chancellor or Vice Chancellor's delegate (by Department Submitter)
- Approve action (Vice Chancellor or Vice Chancellor's delegate) Note: The Chancellor approves all salary decisions for positions that are supervised by the Chancellor's direct reports.
- Forward final approval to PPS Preparer and Dept Supervisor/Manager
- Complete Divisional MSP Equity & In-Grade Movement Log (by Vice Chancellor or Vice Chancellor's delegate)
Effective Date: Equity increases are effective the first of the month following receipt of the request, or later.
HR Consultation: HR shall provide consultation as needed, including:
- Market data analysis:
Annual reports to Vice Chancellors; ad-hoc as needed
- Internal equity analysis:
Annual reports to Vice Chancellors; ad-hoc as needed
- Salary placement in range recommendation:
Ad-hoc as needed
UCSB In-Grade Salary Movement Guidelines
For Managers & Senior Professional (MSP) Employees
(Updated 5/1/2009)
Purpose: A need exists to provide salary increases to employees for reasons that expand beyond the traditional "Equity Guidelines". In 2006, the guidelines were revised to include reasons of "additional duties and/or responsibilities". This criterion was added to address campus concerns about in-grade pay movement but never quite fit in with the other, more traditional "Equity" criteria. It is now appropriate to formally remove this criterion from the Equity Guidelines and add it as one of the criteria to the new "In-Grade Salary Movement" guidelines. Note: The Chancellor approves all salary decisions for positions that are supervised by the Chancellor's direct reports.
Criteria:
- Additional duties and/or responsibilities have been added to the position such that the complexity or scope is increased but does not warrant a reclassification.
- Changes to the job must be substantial and ongoing and will typically represent at least 20% of the overall position
- Request must be accompanied by an updated job description
- Position-related skill acquisition that represents more than normal job growth
Process: Approval of In-Grade Salary Movement Increases is done by each divisional Vice Chancellor. The Vice Chancellor may choose to delegate authority down to the AVC, Dean, Department Head or Control Point if he/she desires. Such delegations of authority shall reside with the Vice Chancellor office.
- Identify reason for in-grade movement increase and informally consult with the Control Point (by Supervisor/Manager)
- Collect supporting documentation including approval for salary increase funding (by Supervisor/Manager)
- Draft request memo (by Department Submitter, usually Supervisor/Manager)
- Obtain department approvals as needed (by Department Submitter, usually Supervisor/Manager)
- Obtain approval from Vice Chancellor or Vice Chancellor's delegate (by Department Submitter) Note: The Chancellor approves all salary decisions for positions that are supervised by the Chancellor's direct reports.
- Submit Updated Job Description to HR via OACIS (by Department Submitter)
- Human Resources advises Vice Chancellor or Vice Chancellor's delegate regarding amount of job growth
- Approve action (Vice Chancellor or Vice Chancellor's delegate)
- Forward final approval to PPS Preparer and Dept Supervisor/Manager
- Complete Divisional MSP Equity & In-Grade Movement Log (by Vice Chancellor or Vice Chancellor's delegate)
Effective Date: In-grade movement increases are effective the first of the month following receipt of the request, or later.
HR Consultation:
Human Resources shall provide consultation as needed, including:
- Market data analysis:
Annual reports to Vice Chancellors; ad-hoc as needed
- Internal equity analysis:
Annual reports to Vice Chancellors ad-hoc as needed
- Salary placement in range recommendation:
Ad-hoc as needed