University of California, Riverside

Human Resources

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History of Salary Programs

As of 04/01/2010 The information presented below is a summary of the details contained in the applicable bargaining unit contract or salary program. This information is not intended to replace or be relied upon in lieu of the applicable bargaining unit contract or salary program.

CX - Clerical and Allied Services (Step-Based Salary Structure)

Status Contract period of May 12, 2003 - September 30, 2004.
Range Adjustment 1% increase to the minimum and maximum of the step-based salary structure, effective October 1, 2002.
Merit Within range merit increase of one-half step for eligible career employees with a satisfactory or better performance rating, effective October 1, 2002.
Incentive and Development
Award Program 		Incentive and Development Award Program funding of 0.5% for 2001-02 and 0.5% for 2002-03 is available for eligible employees in 2002-2003 and 2003-04.
Other One-time lump sum payment of 1% for the period of November 1, 2001 through September 30, 2002.

As of 9/30/2004

EX - Patient Care Technical (Open Range Salary Structure)

Status Contract period of May 1, 2002 through April 30, 2004.
Range Adjustment
  • 2% base-building salary increase for employees across the board, effective October 1, 2001.
  • No increase to the minimum or maximum of the open range.
Merit No merit program.
Incentive and Development
Award Program 		Incentive and Development Award Program funding of 0.5% is available for distribution to employees. Due to contract negotiations, funding of 0.5% was not available for 2003-04.
Other One-time lump sum payment of $23, effective October 1, 2001.

As of 4/30/2004

HX - Health Care Professionals (Open Range Salary Structure)

Status Contract period of July 1, 2003 though June 30, 2006.
Range Adjustment Effective July 1, 2003: No increase to the minimum or maximum of the open ranges.
Merit
  • Effective July 1, 2003: No merit program.
  • Effective October 1, 2005: Fund pool for merit increases of 3.5% available for career employees with a satisfactory or better performance rating.
Other Effective July 1, 2003: Existing open salary ranges will be divided into four zones. A zone is a subdivision of the range establishing a minimum salary rate that corresponds to years of continuous UC experience in the current HX bargaining unit. With the exception of pharmacist job family classifications, all employees will be guaranteed initial placement to at least the minimum of their respective zone.

As of 6/30/2006

K5 - Skilled Crafts (Step-Based Salary Structure)

Status Contract period of January 1, 2001 through December 31, 2003.
Range Adjustment
  • Effective January 1, 2001: 5% increase to the minimum and maximum of the step-based salary structure.
  • Effective January 1, 2002: 4% increase to the minimum and maximum of the step-based salary structure.
  • Effective January 1, 2003: 4% increase to the minimum and maximum of the step-based salary structure.
  • No range adjustment in 2004.
Merit Merit increase of one-half step, one step, and one and one-half step for satisfactory, more than satisfactory and superior performance, respectively, effective July 1 or January 1 of each calendar year during the contract period.
Incentive and Development
Award Program 		Incentive and Development Award Program funding of 0.5% is available for distribution to employees.
Other
  • Effective January 1, 2001: A $0.10 per hour increase to shift differential rates.
  • Effective January 1, 2002: A $0.05 per hour increase to shift differential rates.
  • Effective January 1, 2003: A $0.10 per hour increase to shift differential rates.

As of 12/31/2003

NX - Registered Nurse (Step-Based Salary Structure)

Status Unconditional One-Year Wage Agreement
Range Adjustment Effective September 1, 2005: 1) Implementation of a 3% increase to the step-based salary structure; and 2) revision/compression of the step-based salary structure to reflect a decrease to 15 steps from 21 steps for Clinical Nurse II and III titles, and 17 steps versus 23 steps for Nurse Practitioner II.
Merit No merit program
Other
  • Change of Step-based Pay Program: Effective September 1, 2005, each "non-per diem" nurse shall be placed onto a revised and compressed salary step based upon relevant nursing experience and all Nurse/Nurse Practitioner per diem employees shall receive a 5% base-building across-the-board increase.
  • Effective January 1, 2006: Implementation of a 4% across-the-board increase for all nursing titles.

As of 9/1/2005

PA - Police (Step Based Salary Structure)

Status
  • Contract period of May 16, 2000 through September 30, 2003.
  • Contract period of January 25, 2005 - June 30, 2008.
Range Adjustment
  • Effective October 1, 2001: 2% increase to the minimum and maximum of the step-based salary structure.
  • Effective October 1, 2002: 1.5% general range adjustment.
  • Effective December 1, 2002: One full step will be added to the top of the salary range.
  • Effective March 1, 2003: The bottom step of the salary range will be eliminated.
  • Effective October 1, 2006: 2% general range adjustment.
  • Effective November 1, 2006: 2% general range adjustment
  • Effective October 1, 2007: 4% general range adjustment
Merit Contract period of January 25, 2005 - June 30, 2008: Individual non- probationary officers who are at least one step below the maximum of their salary range shall receive a minimum one step increase contingent upon a determination of satisfactory or better performance. Non-probationary officers who are one-half step below the maximum of their salary range shall receive a one-half step increase contingent upon a determination of satisfactory or better performance.

Probationary Officers as of October 1, 2004 and those hired thereafter. For each year this contract is in effect, such individual officers shall receive a minimum one step increase upon satisfactory completion of their probationary period. Thereafter, for each year this contract is in effect, such officers shall receive a minimum one step increase on the anniversary of the completion of his/her probationary period contingent upon a determination of satisfactory or better performance.
Incentive and Development
Award Program 		Incentive and Development Award Program funding of 0.5% is available for distribution to employees.
Other An increase in Specialty Pay to $175.
One-time lump sum payment of $500.

  • Effective January 1, 2003: Officers rated satisfactory or above shall receive a one step within range parity increase.
  • Effective December 1, 2006: The bottom two steps (1, 1.5, 2, 2.5) are eliminated resulting in a new compressed step structure.

Specialty Pay:

  1. Assistant Watch commander or corporal, assistant team leader, officer-in charge or the equivalent;
  2. Investigator/Detective;
  3. Field Training Officer;
  4. Police Service Dog Handler;
  5. Explosive Ordinance Disposal Officer;
  6. Crime Prevention Officer; and
  7. Other specialty assignments designated as Specialist by the Chief.

Eligibility and payment requirements: Refer to Article 30, Section C.

Peace Officer Standards and Training (POST) Certification Pay:
  • POST Intermediate Certificate shall receive additional compensation in the amount of $175 per month.
  • POST Advanced Certificate shall receive additional compensation in the amount of $275 per month.

As of 10/01/2007

RX – Research Support Professionals (Step-Based Salary Structure)

Status Contract period of June 30, 2003 through September 30, 2004.
Range Adjustment
  • Effective October 1, 2002: .5% increase to the step-based salary structure.
  • Effective January 1, 2004: 1% increase to the salary range for Staff Research Associates I (Title code 9613) only. Effective October 1, 2005: Implementation of a 3% range adjustment to the step-based salary structure. All eligible employees currently over the maximum of the range will receive the full range adjustment.
  • Effective October 1, 2006: Implementation of a 2.8% range adjustment to the step-based salary structure (includes 0.5% IAP money in base). Range adjustment provided up to the new maximum of the range, then: ½ of remaining range adjustment provided as a lump sum and ½ of the remaining range adjustment is provided as a base building increase.
  • Effective October 1, 2007: Implementation of a 3.8% range adjustment to the step-based salary structure (includes 0.5% equity money in base). All eligible employees currently over the maximum of the range will receive the full range adjustment.
  • Eligibility: Employees in the bargaining unit on the effective date of the increase and at the time of payment.
Merit
  • Effective October 1, 2002: Within range merit increase of one-half step for eligible career employees with a satisfactory or better performance rating. Effective January 1, 2007: 1 step increase based on satisfactory or better performance.
  • Effective January 1, 2008: 1 step increase based on satisfactory or better performance.
  • Eligibility: Employees must be at a within-range salary rate to be eligible for step-based merit increases. Above-range employees are subject to additional eligibility requirements described in Article 6, Section F.
Incentive and Development
Award Program 		Incentive and Development Award Program funding of 0.5% is available for distribution to employees.
One-Time Payments Effective upon ratification (12/22/05): Lump Sum Signing Bonus of $220 per employee (proportional to appointment at the time of payment).
Shift Differentials
  • Effective July 1, 2006: $0.20 increase to existing shift differential rates.
  • Effective July 1, 2007: $0.15 increase to existing shift differential rates.
  • Note: Shift differential rates to be capped @ $1.25 for evening shift and $2.00 for night shift.
Special Wage Increase
for Lower-paid Employees 		Effective April 1, 2007, all eligible employees represented by UPTE who work in titles that are paid less than $40,000 a year on average shall receive increases as follows:
  • Employees earning $34,500 or less: 1.95% salary increase
    • Includes title code: 9644
  • Employees earning $34,501 - $35,500: 0.95% salary increase
    • Includes title code: 9613
  • Employees earning $35,001 - $39,999: 0.5% salary increase
    • Includes title codes: 9643, 9724

Eligibility: Employees must be in the RX unit, hold one of the eligible title codes, and be on active status (or approved leave) on the effective date of the salary increase and the actual payout date.
Other Premium Holiday Pay: Three premium holidays added (e.g., Memorial Day, 4th of July, Labor Day) for a total of six premium holidays.

As of 04/09/2010

RX - Research Support Professionals (Open Range Salary Structure)

Status Contract period of June 30, 2003 through September 30, 2004.
Range Adjustment Effective October 1, 2002: 1.5% increase to the minimum and maximum of the open range.
Merit Effective October 1, 2002: 1.5% across-the-board base-building salary increase for eligible career and limited appointment employees.
Incentive and Development
Award Program 		Incentive and Development Award Program funding of 0.5% is available for distribution to employees.
Other Effective July 1, 2004: Implementation of step structure for all open range employees.

As of 9/30/2004

SX - Service (Open Range Salary Structure)

Status Contract period of July 1, 2002 through June 30, 2004.
Range Adjustment · 2% base-building salary increase for employees across the board, effective October 1, 2001.
· No increase to the minimum or maximum of the open range.
Merit No merit program.
Incentive and Development
Award Program 		Incentive and Development Award Program funding of 0.5% is available for distribution to employees. Due to contract negotiations, funding of 0.5% was not available for 2003-04.
Other One-time lump sum payment of $23, effective October 1, 2001.

As of 6/30/2004

TX - Technical (Step-Based Salary Structure)

Status Contract period of June 30, 2003 through September 30, 2004.
Range Adjustment
  • Effective October 1, 2002: .5% increase to the step-based salary structure. 
  • Effective October 1, 2005: Implementation of a 3% range adjustment to the step-based salary structure. All eligible employees currently over the maximum of the range will receive the full range adjustment.
  • Effective October 1, 2006: Implementation of a 2.7% range adjustment to the step-based salary structure (includes 0.5% IAP money in base). Range adjustment provided up to the new maximum of the range, then: ½ of remaining range adjustment provided as a lump sum and ½ of the remaining range adjustment provided as a base building increase.
  • Effective October 1, 2007: Implementation of a 3.7% range adjustment to the step-based salary structure (includes 0.5% equity money in base). All eligible employees currently over the maximum of the range will receive the full range adjustment.
  • Eligibility: Employees in the bargaining unit on the effective date of the increase and at the time of payment.
Merit
  • Effective October 1, 2002: Within range merit increase of one-half step for eligible career employees with a satisfactory or better performance rating. Effective January 1, 2007: 1/2 step increase based on satisfactory or better performance.
  • Effective January 1, 2008: 1/2 step increase based on satisfactory or better performance.
  • Eligibility: Employees must be at a within-range salary rate to be eligible for step-based merit increases. Above-range employees are subject to additional eligibility requirements described in Article 6, Section F.
Equity Effective July 1, 2006: 4% equity increase to Animal Technician & Animal Health Technician titles. 2% to Laboratory Assistant I and Laboratory Assistant II; 2% to Stage Helpers, Scene Technician Series and Projectionist Series.
One-Time Payments Effective upon ratification (12/22/05): Lump Sum Signing Bonus of $220 per employee (proportional to appointment at the time of payment).
Shift Differentials
  • Effective July 1, 2006: $0.20 increase to existing shift differential rates.
  • Effective July 1, 2007: $0.15 increase to existing shift differential rates.
  • Note: Shift differential rates to be capped @ $1.25 for evening shift and $2.00 for night shift.
Incentive and Development
Award Program 		Incentive and Development Award Program funding of 0.5% is available for distribution to employees.
Special Wage Increase for
Lower-paid Employees 		Effective April 1, 2007, all eligible employees represented by UPTE who work in titles that are paid less than $40,000 a year on average shall receive increases as follows:
  • Employees earning $34,500 or less: 1.95% salary increase
    • Includes title codes: 4031, 6107, 6113, 6227, 6318, 6333, 6334, 6653, 6677, 6693, 7103, 7143, 7162, 7163, 7173, 7174, 9525, 9537, 9602, 9603, 9605, 9633, 9634
  • Employees earning $34,501 - $35,500: 0.95% salary increase
    • Includes title codes: 4809, 4813, 6226, 6314, 9524, 9632
  • Employees earning $35,001 - $39,999: 0.5% salary increase
    • Includes title codes: 4805, 6103, 6223, 6317, 6650, 6694, 7161, 7172, 7685, 7704, 7705, 8654, 9536

Eligibility: Employees must be in the TX unit, hold one of the eligible title codes, and be on active status (or approved leave) on the effective date of the salary increase and the actual payout date.
Other
  • Effective January 1, 2004: 1% salary and range increase for Electronics Technicians (Title code 8303).
  • Effective January 1, 2004: 1% salary and range increase for Animal Technicians (Title code 9525).
  • Effective January 1, 2004: 1% salary and range increase for Laboratory Assistant I (Title code 9605). Premium Holiday Pay: Three premium holidays added (e.g., Memorial Day, 4th of July, Labor Day) for a total of six premium holidays.
  • Certification Pay: ALAT – $50; LAT - $100; LATG - $100; RVT (Registered Veterinary Technician) - $100. An employee who has achieved LAT, LATG, or RVT certification shall only receive certification pay compensation up to the $100/month rate, as pay shall not be compounded.

As of 4/9/2010

TX - Technical (Open Range Salary Structure)

Status Contract period of June 30, 2003 through September 30, 2004.
Range Adjustment Effective October 1, 2002: 1.5% increase to the minimum and maximum of the open range.
Merit Effective October 1, 2002: 1.5% across-the-board base-building salary increase for eligible career and limited appointment employees.
Incentive and Development
Award Program 		Incentive and Development Award Program funding of 0.5% is available for distribution to employees.
Other Effective July 1, 2004: Implementation of step structure for all open range employees.

As of 9/30/2004

99 - Professional and Support Staff (PSS) (Open Range Salary Structure)

Status  
Range Adjustment
  • Effective October 1, 2002: 1.5% increase to the minimum and maximum of the open ranges.
  • Effective October 1, 2003 and October 1, 2004: No range adjustments.
  • Effective October 1, 2005: 3.5% increase to the minimum and maximum of the open ranges
  •  Effective October 1, 2006: 2.0% increase to the minimum and 5.0% increase to the maximum of the open ranges for 2006-2007.
  • Effective October 1, 2007: 2.0% increase to the minimum and 5.0% increase to the maximum of the open ranges for 2007-2008. No change to the minimum and maximum of the open ranges for 2008-2009 and 2009-2010.
Merit
  • Effective October 1, 2002: The fund pool available for merit increases is 1.5% for career employees with a satisfactory or better performance rating.
  • Effective October 1, 2003 and October 1, 2004: No merit increases.
  • Effective October 1, 2005: The fund pool available for merit increases is 3.5% for career employees with a satisfactory or better performance rating.
  • Effective October 1, 2006: The fund pool available for merit increases is 3.5% for career employees with a satisfactory or better performance rating. Eligibility: (1) An employee must have been appointed as a career employee in any personnel program by April 1, 2006. (2) A performance appraisal must have been completed within the last twelve months preceding the merit increase. (3) All recommended salaries must fall within the salary range minimums and maximums. Contract PSS employees are eligible for a merit review if the employee’s contract includes merit eligibility.
  • Effective October 1, 2007: The fund pool available for merit increases is 4.0% for career employees with a satisfactory or better performance rating. Eligibility: (1) An employee must have been appointed as a career employee in any personnel program by April 1, 2007. (2) A performance appraisal must have been completed within the last twelve months preceding the merit increase. (3) All recommended salaries must fall within the salary range minimums and maximums. Contract PSS employees are eligible for a merit review if the employee’s contract includes merit eligibility. No merit plan for October 2008 and October 2009.
Equity/Parity
  • Effective October 1, 2005: Staff Parity Program funding of 1 .5% available for salary increases for employees in 11 job series (Accountant, Administrative Analyst, Administrative Specialist, Auditor, Budget Analyst, Development Engineer, Engineer, Library Assistant V and Supervisors, Management Services Officers, Personnel Analyst, and Programmer Analyst.
  • Effective October 1, 2006: Staff Parity Program funding of .50% available for salary increases for employees in 13 job series (Accountant, Administrative Analyst, Administrative Specialist, Auditor, Budget Analyst, Buyer, Computing Resource Manager, Counseling Psychologist, Library Assistant V and Supervisors, MSO, Personnel Analyst, Programmer/Analyst, and Staff Research Associate V and Supervisors).
  • Effective October 1, 2007: Staff Parity Program funding of 1.0% available for salary increases for employees in 19 job series (Academic Advisor, Accountant, Administrative Specialist, Advisor-Senior Resident, Analyst, Assistant to the __, Auditor, Budget Analyst, Computing Resource Manager, Counseling Psychologist, Executive Administrative Specialists, Food Service Managers, MSO, Personnel Analyst, Programmer/Analyst, Publication Coordinator, Staff Research Associate V and Supervisors, Student Affairs Officer, and Writer-Senior.)
Incentive and Development
Award Program
  • Effective February 1, 2001 through June 30, 2005: Incentive and Development Award Program funding of 0.5% is available for distribution to employees.
  • Effective October 1, 2006: Incentive and Development Award Program funding of 0.89% is available for distribution to employees.
  • Effective October 1, 2007: Incentive and Development Award Program funding of 0.89% is available for distribution to employees.
  • Effective October 1, 2008: Incentive and Development Award Program funding of 0.89% is available for distribution to employees.
  • Effective October 1, 2009: Incentive and Development Award Program funding of 0.89% is available for distribution to employees.
Special Wage Increase for
Lower-paid Employees 		Effective April 1, 2007:
  • Employees earning less than $30,000 per year would receive a 2% salary increase;
  • Employees earning $30,000 or more but less than $35,000 per year would receive a 1% salary increase;
  • Employees earning $35,000 or more but less than $40,000 per year would receive a 0.5% salary increase.

Eligibility: Employees holding career and limited appointments with a full-time equivalent annualized base salary that falls within the defined salary parameters, as of April 1, 2007. Contract appointments may be eligible if the provisions of Policy 30, Salary, are specifically included in the contract.
Other  

As of 10/1/2009

99 - Management and Senior Professional (MSP) (Open Range Salary Structure)

Status  
Range Adjustment
  • Effective October 1, 2002: Generally, 1.5% increase to the minimum and maximum of the open ranges.
  • Effective October 1, 2003 and October 1, 2004: No range adjustments.
  • Effective October 1, 2005: 3.5% increase to the minimum and maximum of the open ranges.
  • Effective October 1, 2006: 2.0% increase to the minimum and 5.0% increase to the maximum of the open ranges for 2006-2007.
  • Effective October 1, 2007: 2.0% increase to the minimum and 5.0% increase to the maximum of the open ranges for 2007-2008. No change to the minimum and maximum of the open ranges for 2008-2009 and 2009-2010.
Merit
  • Effective October 1, 2002: The fund pool available for merit increases is 1.5% for career employees with a satisfactory or better performance rating.
  • Effective October 1, 2003 and October 1, 2004: No merit increases.
  • Effective October 1, 2005: The fund pool available for merit increases is 3.5% for career employees with a satisfactory or better performance rating.
  • Effective October 1, 2006: The fund pool available for merit increases is 3.5% for career employees with a satisfactory or better performance rating. Eligibility: (1) An employee must have been appointed as a career employee in any personnel program by April 1, 2006. (2) A performance appraisal must have been completed within the last twelve months preceding the merit increase. (3) All recommended salaries must fall within the salary range minimums and maximums. Contract PSS employees are eligible for a merit review if the employee’s contract includes merit eligibility.
  • Effective October 1, 2007: The fund pool available for merit increases is 4.0% for career employees with a satisfactory or better performance rating. Eligibility: (1) An employee must have been appointed as a career employee in any personnel program by April 1, 2007. (2) A performance appraisal must have been completed within the last twelve months preceding the merit increase. (3) All recommended salaries must fall within the salary range minimums and maximums. Contract MSP employees are eligible for a merit review if the employee’s contract includes merit eligibility. No merit plan for October 2008 and October 2009.
Equity/Parity
  • Effective October 1, 2005: Staff Parity Program funding of 1 .5% available for salary increases for employees in 11 job series (Accountant, Administrative Analyst, Administrative Specialist, Auditor, Budget Analyst, Development Engineer, Engineer, Library Assistant V and Supervisors, Management Services Officers, Personnel Analyst, and Programmer Analyst.
  • Effective October 1, 2006: Staff Parity Program funding of .50% available for salary increases for employees in 13 job series (Accountant, Administrative Analyst, Administrative Specialist, Auditor, Budget Analyst, Buyer, Computing Resource Manager, Counseling Psychologist, Library Assistant V and Supervisors, MSO, Personnel Analyst, Programmer/Analyst, and Staff Research Associate V and Supervisors).
  • Effective October 1, 2007: Staff Parity Program funding of 1.0% available for salary increases for employees in 19 job series (Academic Advisor, Accountant, Administrative Specialist, Advisor-Senior Resident, Analyst, Assistant to the __, Auditor, Budget Analyst, Computing Resource Manager, Counseling Psychologist, Executive Administrative Specialists, Food Service Managers, MSO, Personnel Analyst, Programmer/Analyst, Publication Coordinator, Staff Research Associate V and Supervisors, Student Affairs Officer, and Writer-Senior.)
Incentive and Development
Award Program
  • Effective February 1, 2001 through June 30, 2005: Incentive and Development Award Program funding of 0.5% is available for distribution to employees.
  • Effective October 1, 2006: Incentive and Development Award Program funding of 0.89% is available for distribution to employees.
  • Effective October 1, 2007: Incentive and Development Award Program funding of 0.89% is available for distribution to employees.
  • Effective October 1, 2008: Incentive and Development Award Program funding of 0.89% is available for distribution to employees.
  • Effective October 1, 2009: Incentive and Development Award Program funding of 0.89% is available for distribution to employees.
Other  

As of 10/1/2009

99 - Student Assistant (Open Range Salary Structure)

Status Fiscal years 2001 to 2010 in effect.
Range Adjustment
  • Effective January 1, 2002: Increase to the minimum of the open range.
  • Effective January 1, 2007: Increase to the minimum and maximum of the open ranges.
    • Assistant I minimum increased to $7.50/hr.
    • Assistant II minimum increased to $8.00/hr.
  • Effective January 1, 2008: Increase to the minimum and maximum of the open ranges.
    • Assistant I minimum increased to $8.00/hr.
    • Assistant II minimum increased to $8.50/h.
Merit
  • Through February 28, 2008: A merit increase of up to $.50 per hour may be given once during a fiscal year to student employees after the completion of at least two quarters in the department in which performance has been satisfactory or better. The department determines the amount of merit. The following are guidelines for merit increase amounts: Satisfactory Performance - up to $.20/hour; More Than Satisfactory - up to $.35/hour; and Superior - up to $.50/hour.
  • Effective March 1, 2008: A merit increase of up to $.75 per hour may be given once during a fiscal year to student employees after the completion of at least two quarters in the department in which performance has been satisfactory or better. The department determines the amount of merit. The following are guidelines for merit increase amounts: Satisfactory Performance - up to $.20/hour; More Than Satisfactory - up to $.35/hour; and Superior - up to $.75/hour.
Incentive and Development
Award Program
  • Effective February 1, 2001 through June 30, 2005: Incentive and Development Award Program funding of 0.5% is available for distribution to employees.
  • Effective October 1, 2006: Incentive and Development Award Program funding of 0.89% is available for distribution to employees.
  • Effective October 1, 2007: Incentive and Development Award Program funding of 0.89% is available for distribution to employees.
Other Effective July 1, 2007: Shift Differential Increase to 0.72/hr.

As of 2/28/2008

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