Salary Programs at a Glance

Current Period - June 30, 2024 through June 30, 2027

Wage increases referenced throughout this agreement are effective on the date indicated or the first, full pay period following the date provided when the date provided is not the begin date of the employee’s relevant pay cycle.  

All DX employees shall receive a percentage-based salary increase in alignment with the provisions of Article 19 (A) effective July 1, 2024; July 1, 2025; and July 1, 2026. 

Percentage-based salary increases: 

• July 1, 2024: 5% Across the Board (ATB)
• July 1, 2025: 4% Across the Board (ATB)
• July 1, 2026: 4% Across the Board (ATB)

In addition, non-probationary, career employees shall receive an additional 1% equity percentage-based salary increase each year in addition to and simultaneously with the percentage-based salary increases listed above.

Upon ratification, non-probationary, career employees will receive a one-and-a-half (1.5%) one-time ratification bonus for each UAPD member based on their salary as of June 30, 2024. Each member shall be eligible for only one bonus payment, which shall be considered retirement eligible earnings. Bonus payments shall be paid out as soon as practicable after July 1, 2024. 

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.

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. 

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

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. 

Contract Period: November 1, 2025 through September 30, 2028. 

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, 2025: 5%
• July 1, 2026: 5%
• July 1, 2027: 4%
• July 1, 2028: 4%

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

One-step within range increase effective on the first full bi-weekly or monthly pay period on or after:

• January 1, 2025
• January 1, 2026
• January 1, 2027
• January 1, 2028

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.

Non-probationary career employees who are no longer eligible for a step increase (at maximum step) shall receive a non-base building lump sum equal to the value of the difference between the highest two steps.

When a classification is accreted and a step increase is due while the parties are negotiating the accretion of the classification into the unit, those employees who are eligible for a step increase as provided under this section, shall receive a 2% wage adjustment as a proxy to the step increase

All employees covered under this agreement will, effective the first full bi-weekly pay period on or after July 1, 2025, be paid a minimum of $25/hr. 

All steps below $25/hr. will be removed from scales by March 21, 2026, and workers placed on new step 1 of scale retroactive to November 23, 2025. Any title-specific increase specified in Appendix AA will be applied to workers after placement on step 1 per the above provision.

Market-based adjustments as specified in Appendix AA, to be made retroactive to the first full pay period after November 21, 2025, paid by March 21, 2026.

Current Period: July 1, 2023 through June 30, 2027

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. 

Updated Defined Hours of Shifts: 

• Evening shift differential increased to $2.25
• Night shift differential increased to $2.50
• Variable work week differential $2.50

K5 unit employees who attain milestones for full time career service with the University as of July 1st will receive the following: 

• 15 years: 2.5% of their respective annual salary
• 20 years: 2.5% of their respective annual salary
• 25 years: 5.0% of their respective annual salary

Current Period: New contract ratified for contract period November 1, 2025 through January 2, 2030. Updated articles forthcoming.

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: 

• January 1, 2023: 6%
• January 1, 2024: 5%
• January 1, 2025: 5%

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.

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

• July 1, 2023: one (1) step increase 
• July 1, 2024: one (1) step increase 
• July 1, 2025: one (1) step increase 

Eligibility is evaluated for years of experience and step placement language within the collective bargaining agreement and/or side letter agreement.

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

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 

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.

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: 

Eligible officers may move to step 5.5, which is 4% above the top step of the officer pay range, beginning with the first full pay period after they meet the eligibility requirements listed below.

• 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 

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

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.  

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

A monthly flat rate stipend paid to the employee's 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

$75 biweekly

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

$800 annually for fitness (taxable)

July 1 pay out

With 30 days' notice, employee may request cash out up to 60 hours for the first periods of June and November.

Current Period: November 1, 2025 through September 30, 2028. 

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, 2025: 5%
• July 1, 2026: 5%
• July 1, 2027: 4%
• July 1, 2028: 4%

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. 

One-step within range increase effective on the first full bi-weekly or monthly pay period on or after:

• January 1, 2025
• January 1, 2026
• January 1, 2027
• January 1, 2028

Eligibility: 

Non-probationary career employees who receive a performance rating of satisfactory or better on their more 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.

Non-probationary career employees who are no longer eligible for a step increase (at maximum step) shall receive a non-base building lump sum equal to the value of the difference between the highest two steps.

When a classification is accreted and a step increase is due while the parties are negotiating the accretion of the classification into the unit, those employees who are eligible for a step increase as provided under this section, shall receive a 2% wage adjustment as a proxy to the step increase

All employees covered under this agreement will, effective the first full bi-weekly pay period on or after July 1, 2025, be paid a minimum of $25/hr.

All steps below $25/hr. will be removed from scales by March 21, 2026, and workers placed on new step 1 of scale retroactive to November 23, 2025. Any title-specific increase specified in Appendix AA will be applied to workers after placement on step 1 per the above provision.

Market-based adjustments as specified in Appendix AA, to be made retroactive to the first full pay period after November 21, 2025, paid by March 21, 2026.

Contract Period: Contract expired on July 31, 2024. Successor negotiations are in progress.

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 on the effective date of the increase and the date of payout.

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.

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

Daily premium (1.5x) applies to hours actually worked that exceed 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.

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.

Contract Period: November 1, 2025 through September 30, 2028. 

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

• July 1, 2025 - 5%
• July 1, 2026 - 5%
• July 1, 2027 - 4%
• July 1, 2028 - 4%

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. 

One-step within range increase effective on the first full bi-weekly or monthly pay period on or after:

• January 1, 2025
• January 1, 2026
• January 1, 2027
• January 1, 2028

Eligibility: 

Non-probationary career employees who receive a performance 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.

Non-probationary career employees who are no longer eligible for a step increase (at maximum step) shall receive a non-base building lump sum equal to the value of the difference between the highest two steps.

When a classification is accreted and a step increase is due while the parties are negotiating the accretion of the classification into the unit, those employees who are eligible for a step increase as provided under this section, shall receive a 2% wage adjustment as a proxy to the step increase

All employees covered under this agreement will, effective the first full bi-weekly pay period on or after July 1, 2025, be paid a minimum of $25/hr.

All steps below $25/hr. will be removed from scales by March 21, 2026, and workers placed on new step 1 of scale retroactive to November 23, 2025. Any title-specific increase specified in Appendix AA will be applied to workers after placement on step 1 per the above provision.

Market-based adjustments as specified in Appendix AA, to be made retroactive to the first full pay period after November 21, 2025, paid by March 21, 2026

• 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

Fiscal year 2026 - 2027, effective July 2026.

For more information about the fiscal year 2026 - 2027 General Salary Increase, please review the General Increase Memo by Chancellor S.  Jack Hu. 

Eligibility: Policy Covered Salary Increase July 2026

Timeline: General Salary Increase Calendar 2026-2027 

Career Tracks Grades 2026 - 2027 (stay tuned for further updates)

• Bi-weekly effective date June 21, 2026
• Monthly effective date July 1, 2026

Career Tracks Positions with Grade Changes 2026 - 2027 (stay tuned for further updates)

The program for 2026 - 2027 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% base salary increase and an additional 1.0% equity increase. As a result, eligible policy-covered employees will receive a total 5.0% salary increase at the beginning of the fiscal year.

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

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

Student Assistant Salary Structure 2025-2026

Student Assistants may be eligible for an in-range merit increase after working in the department for two quarters and receiving a performance rating of satisfactory or better (as documented in a performance review). Review the Student On-Campus Employment Guidelines for eligibility requirements.

For more information about Student Assistants eligibility for the Non-Cash Employee Recognition Awards, please visit the HR Employee Recognition webpage.