The Equity Increase Guidelines explain the purpose, criteria, process and effective date rules for Equity Increases at UCSB. In sum, Equity Increases are meant to help correct cases of salary inequity (internal or external), immediate retention problems or inappropriate salary differences between Supervisors and those they supervise (referred to as “salary compression”). Equity Increases are not meant to replace or supplement merit increases or reclassification increases, nor are they given on the basis of longevity, performance or increased workload.
Only management may recommend an Equity Increase. The compensation analysts are available to advise Management on the appropriateness of such requests.These guidelines apply to non-represented staff only. However, represented employees may also be eligible to be considered for an equity increase according to their collective bargaining unit contract. Managers of represented employees should consult the specific bargaining unit contract for more details.
UCSB Equity Increase Guidelines
For Non-Represented Professional & Support Staff Employees
UCSB Equity Increase & In-Grade Salary Movement Guidelines
For Managers & Senior Professional (MSP) Employees