University of California, Riverside

Human Resources



Other Compensation Actions


Personnel Policy 30, Compensation, and UCR Local Procedure 30, Compensation, address a variety of compensation-related actions such as:

The information provided in this section is a summary of the topics listed above.  Personnel Policy 30, Compensation, and UCR Local Procedure 30, Compensation, should be referenced for specific questions pertaining to University policy.  For questions concerning any of these topics, the HR contact for your organization-link to Org Unit assignment document can provide additional guidance.

Administrative Stipend

An administrative stipend may be paid to an employee who is temporarily assigned responsibilities of a higher level position.  The administrative stipend is temporary additional compensation, above the employee’s base pay, for significant responsibilities of a higher level.  Eligibility requirements and levels of compensation differ across the bargaining units. For represented positions, the collective bargaining agreements should be reviewed, specifically articles titled Out-of-Classification or Out-of-Class Pay. For non-represented positions, Personnel Policy 30 Compensation, and the campus’ Local Procedure should be reviewed.

Demotion

The movement of an employee to a position which has a lower salary range maximum is termed a demotion.

Lateral Transfer / Reclassification

The movement of an employee to a new position or to a newly reclassified position that results in the same salary range maximum is termed a lateral transfer or reclassification.  Upon a lateral transfer or lateral reclassification, an individual’s salary is normally not increased; however, an exception may be granted by Human Resources under certain circumstances.  Additional information is contained in the campus’ Local Procedure for Personnel Policy 30 Salary.

Promotion

The movement of an employee, typically via a recruitment, to a new position with a higher salary range maximum is termed a promotion.  The movement can occur in the same or different department. Upon promotion, an individual's salary is normally increased by at least five percent or to the minimum of the new salary range, whichever is greater. A promotion differs from the reclassification of a position. For represented positions, some of the collective bargaining agreements contain provisions regarding the prescribed amount of a promotional salary increase in the article titled Transfer / Promotion. Additional information is also contained in Personnel Policy 30 Compensation, and the campus’ Local Procedure.  

Promotional salary increases greater than 15% for policy covered staff or greater than the prescribed amount defined in the applicable bargaining unit agreement require review by Human Resources.  In most cases, the department chair/head shall submit the request and rationale in accordance with the organizational unit’s internal approval/routing process. Human Resources will review and provide a recommendation to the dean/vice chancellor/unit head or the designated contact for the organizational unit, if established. In determining the appropriate salary adjustment, the following factors will be considered: individual's salary history and job-related experience; salary survey data; comparison of the average salary of similar positions within the department, unit and campus; and availability of funding.

Reclassification

The movement of an employee's current position to a different class or salary grade having a higher salary range maximum is termed an upward reclassification. Upon approval to reclassify a position upward, an individual's salary is normally increased by at least 5% or to the minimum of the new salary range. A reclassification differs from a promotion in that the position is not new; rather it has been permanently changed in a significant manner to warrant a change in classification.  For represented positions, some of the collective bargaining agreements contain provisions regarding the prescribed amount of a reclassification salary increase in the article titled Transfer/Promotion. Additional information is also contained in Personnel Policy 30 Compensation, and the campus’ Local Procedure.    

Upward reclassification salary increases greater than 15% for policy covered staff or greater than the prescribed amount defined in the applicable bargaining unit agreement require review by Human Resources. In most cases, the department chair/head shall submit the request and rationale in accordance with the organizational unit’s internal approval/routing process.  Human Resources will review and provide a recommendation to the dean/vice chancellor/unit head or the designated contact for the organizational unit, if established. In determining the appropriate salary adjustment, the following factors will be considered: individual's salary history and job-related experience; salary survey data; comparison of the average salary of similar positions within the department, unit and campus; and availability of funding. More information concerning the reclassification process can be found on HR’s Classification web page.

More Information

General Campus Information

University of California, Riverside
900 University Ave.
Riverside, CA 92521
Tel: (951) 827-1012

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Department Information

Human Resources
1201 University Ave., Suite 208
Riverside, CA 92507

Tel: (951) 827-5588
Fax: (951) 827-2672

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