In years when the Office of the President approves merit pay for non-represented staff, the Pay for Performance (P4P) program offers compensation that allows departments to reward employees for performance ratings of Exceptional or Fully Achieved Expectations.

General Merit Eligibility Requirements
  • PSS: Career, non-represented and K3 employees in program, and non-probationary by April 30, 2019.
  • MSP: Career employees hired on or before January 2, 2019.
  • Employees with a completed appraisal and a rating of Fully Achieved Expectations or better, and have completed mandatory trainings.
  • Excluded Employment Appointment types: Contract (PSS and MSP), Floater, Per Diem and Limited Term. 
Inter-campus transfers
  • PSS: Eligible if they are in a career, non-probationary appointment, there was no break in service from previous UC location and transferred to UC Davis on or prior to April 30, 2019; with a completed appraisal and a rating of Fully Achieved Expectations or better.
  • MSP: Eligible if they were in a career appointment as of January 2, 2019, there was no break in service from previous UC location and transferred to UC Davis on or prior to April 30, 2019; with a completed appraisal and a rating of Fully Achieved Expectations or better.

Specific Merit Program Guidelines for 2019-2020

Typically, the UC President makes a determination  by July about whether a merit program will be authorized for non-represented staff employees.

No decision about a merit program for 2019-2020 has been reached at this time.

Once a decision is announced by the UC President, UC Davis Human Resources will share that information and provide more specific guidance.

 

Implementation of the July 2019 Career Tracks Salary Range Updates

Implementation of 2019 Career Tracks Salary Ranges

The 2019 Merit Pay Program (P4P) runs concurrently with the annual, system-wide Career Tracks Salary Range updates. This year, the Career Tracks salary range maximums will increase by 2%, while salary range minimums will increase by 4%

Very few non-represented employees are impacted by the updated salary ranges.

UC policy dictates that “an employee’s salary must be within the salary range that is aligned to the job title based on the associated job’s duties and responsibilities”. As such, the few impacted employees will see the following changes:

For employees below minimum

  1. 2018-2019 merit increase applied to base salary
  2. 2019 salary range increase of 4% applied to range minimum

Please Note: Where employee is below range minimum, employee base salary is increased to minimum

For exceptional situations, please contact Compensation Services

For employees at maximum

  1. 2019 salary range increase of 2% applied to range maximum
  2. 2018-2019 merit increase applied to base salary, up to range maximum

Please Note: Where employee’s base salary exceeds range maximum, merit increase is reduced so employee base salary equals range maximum 

For exceptional situations, please contact Compensation Services