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Office of the Chancellor

Merit Pay Program

The Merit Pay Program is reviewed by the Regents and the University President on an annual basis. Merit Programs are implemented at the campuses only after written Presidential approval is received. In recognition of the extraordinary efforts contributed by our policy-covered (non-represented) staff members during these challenging times, University of California President Michael V. Drake, M.D. has authorized a 3% general salary increase in the 2021-2022 fiscal year. Read more about this general salary increase here.

Background

The University of California, for all campuses and locations, are required to utilize a merit-based pay for performance model for non-represented staff employees. The pay for performance program aligns individual employee objectives, milestones, and targets with the university's goals. 

In a pay for performance model, the goal is to improve employee and organizational performance by rewarding individual employee effort and contributions. Employees who meet the expectations of their jobs or perform above expectations receive an adjustment in salary based on that performance. 

Merit Eligibility Guidelines

Only employees who meet the following requirement will be eligible for merit increases:

  • Non-represented staff hired on or before October 1, 2018, into career or partial career appointment;
  • Contract employees: 1 year of continuous service (hired on or before Jan. 1, 2018)
  • Merit eligibility is based on an employee's salary and appointment as of March 31, 2019.
  • Individuals who receive promotions, reclassifications, transfers, or any other base salary adjustments on or after April 1, 2019, are not eligible to participate in the    2018-19 merit program. 

Based on your performance appraisal rating, a merit increase will be determined by division leadership using the parameters outlined on this chart. Individual merit awards will vary in accordance with the Merit Pay Matrix as outlined below. The total of all employee increases within a division cannot exceed that organization's 3% allocation. 

2018-2019  Merit Pay Matrix

Refinements to the following 2018-2019 Merit Pay Matrix were made by executive leadership as a result of staff feedback received relative to last year's merit cycle and the merit-pay-matrix. 

Overall Performance Appraisal Rating Corresponding Salary Increase
1 - Met Few Expectations 0.00% Increase Permitted
2 - Met Some Expectations 0.50% to 2.00% Increase Permitted
3 - Successfully Met Expectations 2.25% to 3.25% Increase Permitted
4 - Far Exceeded Expectations 3.30% to 4.50% Increase Permitted

 

All Divisions agree to use the full merit ranges available in the Merit Pay Matrix. No Division may erect rules inconsistent with the Merit Pay Matrix. For example, no Division may decide that all employees receiving an overall “3–Successfully Met Expectations” will receive a minimum of 3.00%. This is inconsistent with the Merit Pay Matrix that allows these employees to receive +2.25% to +3.25%. By agreement, such constructs are disallowed for consistency and calibration.

 

Related Information

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