UCSB Equity Increase Guidelines
For Non-Represented Professional & Support Staff Employees
(Updated 2/1/2007)
Purpose: The UCSB Equity Increase Guidelines for Non-Represented Professional & Support Staff Employees are published by Human Resources in order to help departments balance competitive pay with campus salary equity. The guidelines are to be used in conjunction with Local PPSM policy 30.B.7.
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.
- Additional duties and/or responsibilities have been added to the position such that the complexity or scope is increase 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)
Process: If a department is concerned about possible salary inequity, their designated Compensation Analyst can be contacted. The Compensation Analyst may run internal salary reports to help assess the possible salary inequity. To formally submit the equity increase request to Human Resources, the process is as follows:
- The department prepares a memo or email explaining why the increase is being requested. The request should explain which of the equity criteria listed above is met. Information not pertaining to the criteria, such as workload, performance or longevity, need not be included.
- The department then solicits the approval of their delegated authority/control point. This is typically the Dean, Provost or Vice Chancellor. The department is responsible for understanding and abiding by their approval process. Please note that all increases are subject to budgetary approval from the appropriate department control point.
- The approved request is then forwarded to Compensation for final review and approval. Compensation will confirm the approval or denial of the increase, the new salary and the effective date via an email to the department.
- If approved, the department may then input the increase into the PPS system. The PPS action code “42” should be used.