PLEASE POST
OFFICE OF THE ASSISTANT VICE CHANCELLOR -
HUMAN RESOURCES
November 19, 1998
KEY ADMINISTRATORS / KEY SUPPORT STAFF
OFFICE MAIL DISTRIBUTION CONTACTS
SUBJECT:	Proposed Changes to UCSD Implementing Procedure 30/Salary
It is proposed that UCSD Implementing Procedure 30/Salary be revised to
eliminate the 15 percent limitation on salary increases associated with
promotions and upward reclassifications. This change is proposed for
non-exclusively represented employees only and will have no effect on
employees exclusively represented by a union.
This restriction has served to disadvantage internal candidates in
comparison to external candidates filling vacancies who may receive salary
offers up to the range midpoint. While the percentage of increase in
relation to the amount of increased responsibility is an important
consideration, the placement in the new salary range in relation to the
midpoint, and in relation to other employees in the unit, is even more
important. Consequently, policy exceptions have been requested when a
position has been elevated several grades, or due to internal equity
considerations.
The systemwide policy restricting combined salary increases (including, for
example, merit, promotional,and equity increases) in a single fiscal year
to 25 percent of base salary will remain in effect. This will also not
affect existing budgetary policies which may specify limitations on the
amount of increase which can be granted upon promotion or reclassification.
The existing language in 30 (HR-S-1), Section II D(1) reads:
"Resultant pay upon promotion or upward reclassification may vary between
no increase to an increase not to exceed 15 percent, except that a larger
increase may be granted if needed to bring the salary to the minimum of the
new salary range.  In determining the appropriate amount of increase, the
differences in responsibilities between the old and new position, length of
service, performance, relative placement in the new salary range in
relation to the midpoint and in relation to other employees in the unit,
and availability of funds are considered.  Normally the resultant salary is
between the minimum and the midpoint of the new salary range."
If this proposal is adopted the first sentence in the above-referenced
section would be deleted, with the rest of the language remaining
unchanged. The proposed effective date for the policy change is January 1,
1999. All affected employees should be made aware of this announcement. Written
comments regarding the proposed policy revision should be sent to Judy
Johnson, Compensation Manager, at mail code 0922 or via electronic mail at
jjohnson@ucsd.edu no later than December 18, 1998. Comments received
during this consultation period will be carefully considered prior to a
final decision being made. Rogers Davis
Assistant Vice Chancellor - Human Resources