Campus leadership is aware of compensation-related concerns centering on classification and competitive pay practices. The hiring projections over the next few years and the anticipated budgetary pressures will likely exacerbate the current compensation issues. As a result, it was determined that a compensation philosophy and strategy was needed to help guide campus decisions regarding hiring, conducting equity reviews for existing staff, assessing staffing needs, and addressing staff complaints, prioritizing all within a budgetary framework.
Chancellor Leland has approved the adoption of a three-year strategy for implementing a new compensation policy for UC Merced. It is designed to:
- Attract and retain talent by increasing the average range of market percentile for UC non-represented staff from the current 31% to at least 45%;
- Achieve greater fairness at UC Merced by addressing salary inequities across the campus within similar job functions and between recent and early hires; and
- Invest in job functions most critical for achieving campus priorities for Project 2020.
This strategy is the result of a nine-month process that began with a series of listening lessons with managers and non-represented staff. These sessions helped identify some of the greatest pain points with our current compensation situation. A full report on those sessions can be found at http://hr.ucmerced.edu/sites/hr.ucmerced.edu/files/page/documents/listening_session_feedback_march_20141.pdf
The series of listening sessions was followed by an independent analysis of UC Merced salaries, and from this analysis emerged a philosophy, which can be found at http://hr.ucmerced.edu/compensation/philosophy