[pps-news] PARITY INCREASE PROGRAM FOR NON-REPRESENTED STAFF(FY2005-06)

Tue Dec 20 17:53:28 PST 2005

December 20, 2005

Recently the announcement for the Parity Increase Program for
Non-Represented Staff (FY2005-06) was distributed via PPS-News (see the
announcement below).  Because several questions have been raised
regarding the program, the following is provided to clarify:

*       Each organizational unit will determine the methodology for
distributing the parity increases.
*       This is not a merit program and will not result in automatic,
across-the-board increases.
*       Parity increases will be based on a number of factors including
internal salary alignment, recruitment and retention difficulties,
equity issues, etc., but, again, increases will not be automatic.

Thank you.

________________________________

From: pps-news-bounces at lists.ucr.edu
[mailto:pps-news-bounces at lists.ucr.edu] On Behalf Of Gabe Nwandu
Sent: Friday, December 16, 2005 4:43 PM
To: PPS-NEWS 
Subject: [pps-news] PARITY INCREASE PROGRAM FOR NON-REPRESENTED
STAFF(FY2005-06)

December 16, 2005

To:        All Departments

Fr:        Human Resources

Re:       PARITY INCREASE PROGRAM FOR NON-REPRESENTED STAFF (FY2005-06)

------------------------------------------------------------------------
-----------------------------

The information below was distributed to the Control units earlier this
month.  

GUIDELINES FOR STAFF PARITY INCREASE PROGRAM FOR

POLICY-COVERED (NON-REPRESENTED) STAFF

FY 2005-2006

During the past four years there has been limited funding for
non-represented career staff salary increases resulting in many salaries
falling significantly below the labor market, recruitment and retention
difficulties and the creation of salary inequities.  To begin to address
these market lags, parity funds have been provided by Office of the
President.  These funds are part of the recent "compact" between the
governor and UC.

The following guidelines are intended to assist in the implementation of
the parity increase program for non-represented staff for fiscal year
2005-2006.

1.       Parity increase funding is to address market lags, recruitment
and retention difficulties, and salary inequities.  In determining the
amount of increase for eligible employees, factors to consider include
salary alignment, recruitment and retention difficulties (e.g., severe
recruitment and retention difficulties for Network Administrators but
minimal recruitment and retention difficulties for Application
Programmers), and time in position.

2.       Parity increases should be applied equally to all fund sources.
See #8 below for funding information.

3.       The parity fund pool available for parity increases is 1.5% of
eligible payroll as of September 30, 2005 (because the fund pool is
derived from salaries prior to the October 1 merit increases, the actual
pool is slightly less than 1.5% of current payroll).  Parity increases
will be effective October 1, 2005 and applied to merited salary.

4.       PSS and MSP employees who are career on October 1, 2005 and are
in the following job series are eligible for a parity increase (title
codes in each eligible job series are listed in Attachment II):

*         Accountant

*         Administrative Analyst

*         Administrative Specialist

*         Auditor

*         Budget Analyst

*         Development Engineer

*         Engineer

*         Library Assistant V and Supervisors

*         Management Services Officers

*         Personnel Analyst

*         Programmer Analyst

The eligible job series were identified based on the severity of
reported market lags and recruitment and retention difficulties.

5.       Parity increases are to address market lags, recruitment and
retention difficulties and salary inequities.  Units should provide a
brief rationale as to the approach used to determine   increases (e.g.,
priority was given to addressing salary alignment problems; priority was
based on the severity of recruitment and retention difficulties; a
combination of factors was considered including time in the position and
the critical nature of the position).

6.       The total increase in a fiscal year (including merit,
promotional, upward reclassification, equity increase, and parity
increase) for an individual may not exceed 25 percent of the
individual's base salary, unless a request for an exception is reviewed
by Human Resources and approved by the organizational unit.

7.       MSP and PSS employees whose salaries are at the maximum of the
salary range are not eligible for a parity increase.  All salaries
(after all increases) are to be within range, i.e., no increase is to
result in the final salary exceeding the range maximum.

8.       The parity control figure of 1.5% (based on September 30
salaries) may not be exceeded by organization.  Since decisions for
parity increases should be made without looking at the fund source from
where the employee is paid, balancing to the control figure by fund
grouping will not be required.  Funding for 19900 and 20000 funded staff
will be provided up to an amount equal to the control figure for those
fund groups for that organization.   If the control figure for staff
paid from 19900 or 20000 funds is exceeded the organization will need to
cover the balance from organizational funds.  The fund source(s) used
for the parity increase for a particular individual should be the same
fund sources(s) from which the individual is normally paid.  If you have
any questions regarding parity funding issues, please contact Cindy
Williams in Academic Planning & Budget at extension 27375 (e-mail: mail
to cindy.williams at urc.edu).

9.       Units should ensure consistent use of non-state funds in
non-state funded positions.

10.   If you have questions regarding these merit pay plan guidelines,
please contact Marilyn Voce at extension 24659 (e-mail:  mail to
marilyn.voce at ucr.edu).

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