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Salary Programs at a Glance

The salary information presented in the following tabs 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 announcement.

CX – Clerical and Allied Services

The information presented 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 announcement.

(Step-Based Salary Structure)

Status

Current Period - July 1, 2021 through June 30, 2026

Range Adjustment

Effective on the first full bi-weekly pay period nearest the first day of the month in which the increase occurs, University shall provide range increases at the following percentages, or at the annual percentage amount provided to non-represented employees, whichever is greater.  

  • July 1, 2022: 6% Across the Board (ATB)
  • July 1, 2023: 3% Across the Board (ATB)
  • July 1, 2024: 3% Across the Board (ATB)
  • July 1, 2025: 3% Across the Board (ATB)

Eligibility

Employees must be on pay status or approved leave in the CX Bargaining Unit on the effective date of the increase and the date of payment. 

Step Increase

Effective on the first full bi-weekly pay period nearest the first day of the month in which the increase occurs, University shall provide the following increases to non-probationary career employees: 

  • July 1, 2023: One (1) step within range
  • July 1, 2024: One (1) step within range
  • July 1, 2025: One (1) step within range

Non-probationary career employees who are no longer eligible for a step increase (i.e. at maximum step), shall receive a non-base building lump sum equal to the value of the difference between the highest two (2) steps based on the effective date of the range adjustment. 

Eligibility:

Employees must be on pay status or approved leave in the CX Bargaining Unit on the effective date of the increase and the date of payment. Employees on unpaid leave will be provided lump sum upon return to active work.  

Lump Sum Payments

Ratification

Within 60 days of ratification, all non-probationary career employees will receive a one-time, non-base building wage payment of three-thousand dollars ($3,000). This wage payment shall be subject to dues deductions and is retirement eligible. All appropriate taxes and UCRP contributions shall be deducted. 

Lump sum shall be prorated on employee's appointment FTE; or average hours worked in quadra-weekly cycle prior to ratification, whichever is greater. 

Longevity

Effective on the first full bi-weekly pay period on or following July 1, 2022, all career employee with at least twenty (20) years as of July 1, 2022, full time service to the University, without a break in service, shall receive a one-time non-base building longevity lump sum payment of one-thousand dollars ($1,000). This payment shall be considered retirement eligible earning. 

For each year of the agreement (2023, 2024, 2025) employee who meet the eligibility above and have not previously received this payment, shall receive a one-time non-base building longevity lump sum payment of one-thousand dollars ($1,000). This payment shall be considered retirement eligible earnings. 

Eligibility:

Employees must be on pay status or approved leave in the CX Bargaining Unit on the date of ratification and the date of payment. Employees on unpaid leave will be provided lump sum upon return to active work. 

EX - Patient Care Technical

The information presented 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 announcement.

(Step-Based Salary Structure)

Status

Contract Period: February 7, 2020 through July 31, 2024

Range Adjustment

Effective on the first full bi-weekly pay period on or after: 

  • Within sixty (60) calendar days from ratification: 6% ATB
  • April 1, 2021: 3% Across the Board (ATB)
  • April 1, 2022: 3% Across the Board (ATB)
  • April 1, 2023: 3% Across the Board (ATB)
  • April 1, 2024: 3% Across the Board (ATB)

Eligibility:
Employees must be on pay status or on approved leave, in the EX Bargaining Unit on the effective date of the increase and the date of payout.

Step Increase

Effective on the first full bi-weekly pay period on or after: 

  • Within ninety (90) calendar days from ratification: One (1) step increase 
  • July 1, 2020: one (1) step increase
  • July 1, 2021: one (1) step increase
  • July 1, 2022: one (1) step increase
  • July 1, 2023: one (1) step increase
  • July 1, 2024: one (1) step increase

Eligibility:
Employees who are within range, and on pay status or approved leave in the EX Bargaining Unit on the effective date of the increase and the date of payout. 

Shift Differentials

$1.00 evening and night shift differentials by July 1, 2024

Other

Ratification Lump Sum Payments

  • Within one hundred and twenty (120) calendar days of ratification, non-base building lump sum: 
    • $3,000 for non-probationary career, prorated per hours on pay status calendar year 2019
    • $500 for limited and per diem employees who worked 400 or more hours during calendar year 2019
  • Effective with the first full bi-weekly pay period following twelve (12) months from the first lump sum payment: 
    • $1,000 for non-probationary career, prorated per hours on pay status calendar year 2020

Longevity Lump Sum Payments

  • Effective with the first full bi-weekly pay period following July 1, 2020: 
    • $1,000 non-base building lump sum for career staff with at least twenty (20) years since the most recent date of hire in a staff career position at the University, without a break in service
    • For each year of the agreement on July 1st (2021, 2022, 2023, 2024) employees who reach 20 years of service shall be eligible for the one-time longevity payment as described above

Eligibility: 

Employees must be on pay status or approved leave in the EX Bargaining Unit on the date of ratification and the date of payout. Employees on unpaid leave will be provided lump sum upon return to active work. 

HX – Health Care Professionals

The information presented 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 announcement.

(Open Range Transitioning to Step-Based Salary Structure)

Status

Contract Period: August 8, 2019 through September 30, 2024

Range Adjustment

Across the board range adjustments apply to all HX Job Codes. Pay rates for all steps will be increased by the percentages below, effective the first full bi-weekly or monthly pay period on or after: 

  • July 1, 2019: 5%
  • July 1, 2020: 3%
  • July 1, 2021: 3%
  • July 1, 2022: 3%
  • July 1, 2023: 3%
  • July 1, 2024: 3%

Employees in the Counseling Psychologist series (TCs 9558 and 9559) shall receive a two percent (2%) increase in lieu of the July 2019 increase listed above. 

Eligibility:
Employees must be in the unit on the effective date of the increase as well as on the date of payout.

Step Increases

Employees within range, will be provided step increase effective on the first full bi-weekly or monthly pay period on or after: 

  • January 1, 2019:  one (1) step increase
  • January 1, 2020:  one (1) step increase
  • January 1, 2021:  one (1) step increase
  • January 1, 2022:  one (1) step increase
  • January 1, 2023:  one (1) step increase
  • January 1, 2024:  one (1) step increase

Eligibility:

Career non-probationary employees who have earned a rating of satisfactory or better on their most recent performance evaluation preceding the effective date of the increase. Must be on active pay status or approved leave on the effective date and the date of payout. 

K5 – Skilled Craft

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 announcement.

(Step-Based Salary Structure)

Status

Current Period: January 11, 2019 through June 30, 2023

Range Adjustment

Across the board range adjustments apply to all K5 Job Codes. Pay rates for all steps will be increased by the percentages below, effective the first full bi-weekly pay period on or after: 

  • July 1, 2019: 3%
  • July 1, 2020: 3%
  • July 1, 2021: 3%
  • July 1, 2022: 3%

Eligibility:

Employees must be on pay status or on approved leave in the K5 Bargaining Unit on the effective date of the increase and the date of payout. 

Step Increase

Employees receiving an overall performance rating evaluation of Successfully Meets Performance Expectations or above will receive a one (1) step increase or shall be placed at the range maximum for their job title, whichever is less.  

Effective the first full bi-weekly pay period on or after July 1st. 

Eligibility:

K5 employees who are below the maximum of their salary range, and on pay status or approved leave on the effective date and the date of payout. 

Shift Differentials
No Change.
NX – Registered Nurse

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 announcement.

(Step-Based Salary Structure)

Status

Current Period: September 28, 2018 - October 31, 2022

Range Adjustment

Across the board range adjustments apply to all NX Job Codes. Pay rates for all steps will be increased by the percentages below, effective the first day of the pay period nearest to: 

  • Within sixty (60) days of ratification: 3%
  • January 1, 2019: 3%
  • January 1, 2020: 3%
  • January 1, 2021: 3%
  • January 1, 2022: 3%

Eligibility: 

Employees must be on pay status or approved leave in the bargaining unit on the effective date of the increase and the date of payout.

Step Increases

Each eligible Nurse shall receive a within-range step increase effective on the first day of the pay period nearest to:

  • July 1, 2018:  one (1) step increase
  • July 1, 2019:  one (1) step increase
  • July 1, 2020:  one (1) step increase
  • July 1, 2021:  one (1) step increase
  • July 1, 2022:  one (1) step increase

Eligibility: 

Employees must be on pay status or approved leave in the bargaining unit on the effective date of the increase and the date of payout. Nurses are eligible for a step increase according to the Riverside hiring grid in Appendix A (p. 185-189) with credit for relevant experience as of May 1st. 

PA – Police

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 announcement.

(Step-Based Salary Structure)

Status

Current Period: September 23, 2022 through June 30, 2026

Range Adjustment

Wages shall be increased across the board effective the pay period beginning: 

  • June 26, 2022 5% ATB + plus 1% Retention Pay ATB 
  • July 1, 2023 4%* ATB + plus 1% Retention Pay ATB 
  • July 1, 2024 4%* ATB + plus 1% Retention Pay ATB 
  • July 1, 2025 4%* ATB 

*4% or same as policy covered salary program, whichever is higher

Eligibility:

Officers must be on pay status or paid leave on the effective date of the increase and the date of payout. Officers on unpaid leave are not eligible until return to duty status.

Step Increases

Anniversary Step

For each year this contract is in effect, individual officers shall receive a minimum one step increase upon satisfactory completion of their probationary period, to a maximum of step 5.0. 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, to a maximum of step 5.0. 

Longevity Step

Officers are eligible for movement to step 5.5, a longevity step 4% above the top step of the officer pay range, effective the officer's first full pay period after satisfaction of the following criteria. 

  • Ten years or more continuous active sworn UC experience; and 
  • Minimum one (1) year at step 5.0 with a current satisfactory or better performance evaluation 
Certification Pay

Effective October 2, 2022:  Officers are eligible for additional compensation for Peace Officer Standards and Training (POST) Certification (limit one): 

Intermediate POST Certificate: 6% or base wage

Advanced POST Certificate: 10% of base

Specialty Pay

Effective October 2, 2022: Officers assigned as specialist are eligible for an additional 5% of base while assigned. The Chief of Police has sole discretion to determine who shall be assigned as specialists (e.g. Detective, Field Training Officer, K-9, Motorcycle Officer). Officers assigned to multiple specialties shall be compensated for up to two (2) assignments. 

Effective October 2, 2022: Officers assigned to System-Wide Response Team (SRT) shall be eligible for an additional 5% of base while assigned. Officers assigned to SRT and another specialty shall be compensated for both the SRT and up to two (2) additional specialty assignments.  

Shift Differential

Effective June 26, 2022 Officers shall receive an additional $2.00/hour

Educational Incentive

A monthly flat rate stipend paid to the employees designated pay cycle (biweekly). Not covered comp for retirement due to UCRP plan docs rule. 

AA Degree - $100 Monthly

BA Degree - $200 Monthly 

MA Degree - $300 Monthly 

Police Chief and Chief Human Resource Officer or designee approves degrees

Bilingual Pay
$75 biweekly
Uniforms/Fitness

$1,200 annually for police uniform (not taxable)

$800 annually for fitness (taxable)

July 1 pay out

Comp Time
With 30 days' notice, employee may request cash out up to 60 hours for the first periods of June and November.
RX – Research Support Professionals

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 announcement.

(Step-Based Salary Structure)

Status

Current Period: August 8, 2019 through October 31, 2024

Range Adjustment

Across the board range adjustments apply to all RX Job Codes. Pay rates for all steps will be increased by the percentages below, effective the first full bi-weekly or monthly pay period on or after: 

  • July 1, 2019: 3%
  • January 1, 2020: 3%
  • July 1, 2020: 3%
  • July 1, 2021: 3.5%
  • July 1, 2022: 3%
  • July 1, 2023: 3.5%
  • July 1, 2024: 3%

Eligibility: 

Employees must be on pay status or approved leave in the RX Bargaining Unit on the effective date of the increase and the date of payout. 

Step Increase

Employees within range, will be provided step increase effective on the first full bi-weekly or monthly pay period on or after: 

  • January 1, 2022:  one (1) step increase
  • January 1, 2024:  one (1) step increase

Eligibility: 

Non-probationary career employees who receive a performance rating of "successfully meets performance expectations" on their more recent performance evaluation, and on pay status or approved leave in the RX Bargaining Unit on the effective date of the increase and the date of payout. 

Other
Employees in Staff Research Associate 1 titles shall be reviewed for reclassification if they are career appointees who have served two full years in the title with at least satisfactory performance. Upon reclassification to Staff Research Associate 2 the employee will receive at least a five percent (5%) increase. Request review according to local procedure. 
SX – Services

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 announcement.

(Step Based Salary Structure)

Status

Contract Period: January 31, 2020 through October 31, 2024

Range Adjustment

Effective on the first full bi-weekly pay period on or after:

  • Within sixty (60) calendar days from ratification: 3% ATB
  • October 1, 2020: 3% Across The Board (ATB)
  • October 1, 2021: 3% Across The Board (ATB)
  • October 1, 2022: 3% Across The Board (ATB)
  • October 1, 2023: 3% Across The Board (ATB)
  • October 1, 2024: 3% Across The Board (ATB)

Eligibility:
Employees must be on pay status or approved leave in the SX Bargaining Unit of the effective date of the increase and the date of payout.

Step Increase

Effective on the first full bi-weekly pay period on or after:

  • Within ninety (90) calendar days from ratification: one (1) step increase
  • July 1, 2020: one (1) step increase
  • July 1, 2021: one (1) step increase
  • July 1, 2022: one (1) step increase
  • July 1, 2023: one (1) step increase
  • July 1, 2024: one (1) step increase

Eligibility:
Employees who are within range, and on pay status or approved leave in the SX Bargaining Unit on the effective date of the increase and the date of payout.

Shift Differentials
$1.00 evening and night shift differentials by July 1, 2024
Premium Pay

Daily premium (1.5x) applies to hours actually worked that exceeds the hours of a regularly scheduled shift of eight (8) hours or more in a day.

Any employee who works in excess of twelve (12) hours in any one workday shall be paid double (2x) the regular rate of pay for the hours over twelve (12) in a day.

Other

Ratification Lump Sum Payments

  • Within one hundred and twenty (120) calendar days of ratification, non-base building lump sum:
    • $2,500 for non-probationary career, prorated per hours on pay status during calendar year 2019
    • $500 for limited and per diem employees who worked 400 or more hours during calendar year 2019
  • Effective with the first full bi-weekly pay period following twelve (12) months from the first lump sum payment:
    • $1,500 for non-probationary career, prorated per hours on pay status during calendar year 2020

Longevity Lump Sum Payments

  • Effective with the first full bi-weekly pay period following July 1, 2020:
    • $1,000 non-base building lump sum for career staff with at least twenty (20) years since the most recent date of hire in a staff career position at the University, without break in service
    • For each year of the agreement on July 1st (2021, 2022, 2023, 2024) employees who reach 20 years of service shall be eligible for the one-time longevity payment as described above

Eligibility:
Employees must be on pay status or approved leave in the SX Bargaining Unit on the date of ratification and the date of payout. Employees on unpaid leave will be provided lump sum upon return to active work.

TX – Technical

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 announcement.

(Step Based Salary Structure)

Status

Contract Period: August 8, 2019 through October 31, 2024

Range Adjustment

Effective on the first full bi-weekly or monthly pay period on or after:

  • July 1, 2019: 3% Across the Board (ATB)
  • January 1, 2020: 3% Across the Board (ATB)
  • July 1, 2020: 3% Across the Board (ATB)
  • July 1, 2021: 3.5% Across the Board (ATB)
  • July 1, 2022: 3% Across the Board (ATB)
  • July 1, 2023: 3.5% Across the Board (ATB)
  • July 1, 2024: 3% Across the Board (ATB)

Eligibility: 

Employees must be on pay status or on approved leave in the TX Bargaining Unit on the effective date of the increase and the date of payout. 

Step Increase

Effective on the first full bi-weekly or monthly pay period on or after:

  • January 1, 2022:  one (1) half-step increase
  • January 1, 2024:  one (1) half-step increase

Eligibility: 

Non-probationary career employees who receive a performance rating of "successfully meets performance expectations" on their more recent performance evaluation, and on pay status or approved leave in the TX Bargaining Unit on the effective date of the increase and the date of payout. 

Certification Pay

AALAS certification pay (ALAT, LAT, LATG. RVT) where management required a non-base building salary differential will be provided to selected employees in the Animal Tech and Animal Health Tech series: 

  • Animal Technician (009525)
  • Senior Animal Technician (009524)
  • Principal Animal Technician (009523)
  • Animal Health Technician 1 (009537)
  • Animal Health Technician 2 (009536)
  • Animal Health Technician 3 (009535)
  • Animal Health Technician 4 (009534)

Upon completion and presentation of the following certification, each employee shall receive the following additional compensation up to $100 per month rate (pay will not be compounded):

  • ALAT - $50
  • LAT - $100
  • LATG - $100
  • RVT (Registered Veterinary Technician) - $100
99 – Professional and Support Staff (PSS)

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 announcement.

(Open Based Salary Structure)

Status

Fiscal year 2022 - 2023 in effect.

For more information about the fiscal year 2022 - 2023 General Salary Increase, please review the General Increase memo by Chancellor Kim A. Wilcox.   

Range Adjustment

Career Tracks Salary Structure 2022 - 2023

  • Bi-weekly effective date June 26, 2022
  • Monthly effective date July 1, 2022

The grade midpoints were increased to 3% to support the University's philosophy to provide salaries that are competitive in the market. Additionally, the widths of these ranges have been adjusted as the second phase of a 2-year plan to align with best practices recommended by the California State Auditor, third-party consultants and the University of California Office of the President. 

  • Employees whose base salary falls below the updated range minimums will be provided an increase to bring their base salary to the range minimum. 
  • Police Sergeant's range will be adjusted 4.5% and incumbents will be provided a commensurate increase to base while remaining on their current step. 

UCR participates in and reviews a number of salary surveys to obtain information about salaries paid in the competitive market. The University of California reviews policy-covered positions annually to ensure alignment of their grades to the competitive market. As a result of this review, some job classifications are assigned to a higher grade to maintain their competitive alignment. 

  • Employees in positions assigned to a new grade whose base salary falls below the range minimum will be provided an increase to bring their base salary to the range minimum.

Career Tracks Positions with Grade Changes 2022 - 2023

Merit

The program for 2022 - 2023 will not be a true "performance-based merit" program, but will be provided as a general increase for which all eligible staff will receive a 4.5% increase to their base pay.

Staff Recognition Award Program

For information about the Staff Recognition Award Program (STAR), please visit the HR Employee Recognition webpage. 

99 – Management and Senior Professional (MSP)

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 announcement.

(Open Based Salary Structure)

Status

Fiscal year 2016-2017 in effect.

For more information about the fiscal year 2016-2017 merit increase, please review the Merit Increase Memo by Chancellor Kim A. Wilcox.

Range Adjustment

Please check back for more information.

Merit

Please check back for more information.

Staff Recognition Award Program

Please check back for more information.

99 – Student Assistant

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 announcement.

(Open Based Salary Structure)

Status

Salary ranges are reviewed each year and updated in late December.

Range Adjustment and Merit

Student Assistant Salary Structure 2022

Student Assistants may be eligible for an in range merit increase after two quarters in the department and performance has been satisfactory or better (as documented in a performance review). See Student On-Campus Employment Guidelines.

Staff Recognition Award Program

Student Assistants eligible for the Non-Cash Employee Recognition Awards, please visit the HR Employee Recognition webpage.