Supersedes: N/A New
Issuance Date: 10/04/2017
Issuing Office: Academic Personnel Services
PPM 230-620, Off-Scale Salaries for Appointments and Advancement, relates to matters subject to Academic Personnel Manual (APM) Section 620, Off-Scale Salaries for Appointments and Advancement. For reference, subsections of PPM 230-620 include citations to associated subsections of the APM; in all cases, the APM is operative where referenced.
PPM 230-620-0 Policy
PPM 230-620-4 Definition
PPM 230-620-14 Eligibility
PPM 230-620-16 Restrictions
PPM 230-620-18 Effect of a General Scale Adjustment on Off-Scale Salaries
PPM 230-620-20 Terms and Conditions of Employment
PPM 230-620-24 Authority
No appointment, reappointment or academic review action is final until there has been an academic review and the individual with final authority has approved the action.
The UC San Diego Authority and Review Chart sets forth the individual(s) and/or committees responsible for review, as well as the final authority for approval.
PPM 230-620-80 Campus Procedures
The Chancellor or the Executive Vice Chancellor and Provost, in consultation with the appropriate committee(s) of the divisional Academic Senate, shall develop local procedures for implementation of the off-scale policy. Procedures shall include the criteria for appointment or advancement to a position with an off-scale salary, as well as for an appointee’s continuation with an off-scale salary or return to an on-scale salary. When an individual is placed on an off-scale salary, the appointee must be notified of this action and any limitation.
a. Bonus Off-Scale
A bonus off-scale is a temporary increase in salary which is generally awarded in recognition of outstanding achievements exceeding what is required for normal merit advancement, but insufficient to support accelerated advancement. In limited circumstances, a bonus off-scale may be awarded in conjunction with a no change action, when an appointee’s achievements in the review period demonstrate both full service to the University and progress in all series criteria, but fall short of what is required for advancement.
proposals must address the department’s standards for normal merit advancement
and articulate the manner in which the appointee’s achievements warrant the
award of a bonus off-scale salary component.
are equivalent to half of the amount of the salary increase associated with
normal advancement to the next higher step (or equivalent in series without
b. Market Off-Scale
A market off-scale may be proposed when marketplace conditions necessitate such measures to keep UC San Diego salaries competitive.
· Data provided by a professional society (or by an academic institution) of salaries at comparable academic departments
· Salary data published in trade journals
· Salary data from departments in other University of California campuses
· Information received from chairs of departments of comparable ranking departments in other Universities
Competing offers reported by candidates for recent entry
appointments in the department
Proposals are reviewed by the divisional dean and CAP prior to a final decision by the EVC.
Market off-scale salary components are typically maintained indefinitely and do not require rejustification following the initial award; however, when there is evidence that an academic appointee with a market off-scale salary component has failed to sustain his or her career trajectory or stature in the field, the department or subsequent reviewers may propose reduction or elimination of the market off-scale salary component.
When an appointee whose salary includes a market off-scale salary component advances to Above Scale, the market off-scale salary component is folded into the new above-scale salary.
Procedural guidelines are available in the Academic Personnel Process Manual.
July 1, 2017 This policy was made effective.
April 20, 2018 Minor technical edits to update names and policy hyperlinks.