The University invites comments on the following proposed policy:
- APM – 672, Negotiated Salary Program
Summarized below are the proposed key policy provisions that are being distributed for systemwide review.
Key Policy Provisions
The purpose of the Negotiated Salary Program (NSP) is to provide a mechanism for participating campuses to augment faculty compensation on a temporary basis according to the competitive requirements of academic disciplines. Specific goals of the NSP include:
- To recruit and retain outstanding faculty by leveraging external, non-state-appropriated funds;
- To encourage and recognize significant contributions to the University mission; and
- To offer negotiated compensation to participating general campus faculty.
The proposed policy includes the following key provisions:
- Eligibility: Eligibility is limited to Senate faculty and Acting appointees in Senate titles. Faculty who hold appointments in a Health Sciences school, college, or department with a Health Sciences Compensation Plan are not eligible to participatein the NSP.
- Implementation Plan: Each campus must develop an Implementation Plan that is consistent with the policy. The Implementation Plan will be reviewed by the appropriate division Academic Senate committee, approved by the Chancellor, and reviewed by the UC Provost/EVP prior to the implementation.
- Contingency Plan: The Campus Implementation Plan must include a Contingency Plan outlining a strategy for covering the agreed-upon compensation to each NSP participant in the event that current-year income is unexpectedly insufficient to do so.
- Good Standing Criteria: Written Good Standing Criteria shall be established at the campus level and must be included in the Campus Implementation. Faculty participants in the NSP must be in Good Standing, make significant contributions to the mission of the University, and meet all other conditions of the campus plan.
- Negotiated Salary Component: The Negotiated Salary component cannot exceed 30% of the Base Salary that was in effect on July 1 of the proposed participation year.
- Range Adjustments: Covered Compensation is eligible for the general range adjustment, but the Negotiated Salary component will be adjusted so that the Total UC Salary Rate remains unchanged.
- Summer Ninths: To be eligible for NSP, the candidate must take the maximum amount of summer salary available to them unless the Campus Implementation Plan includes provisions allowing participants to take fewer summer ninths. Locations have authority to grant exceptions to the summer ninths requirement. Campus Implementation Plans shall address the process by which a participant may request an exception to the summer ninths requirement.
- Leaves of Absence Salaried leaves of absence will be paid at the Total UC Salary Rate, which includes the Negotiated Salary Component. In the event of afunding shortfall, the Contingency Plan will be implemented to resolve the shortfall.
- Data Collection: Appendix A establishes minimum requirements for collection of data on which locations must be prepared to report, if requested to do so.
The proposed APM – 672 is posted to the Academic Personnel and Programs website.
This policy is being circulated to affected faculty and non-represented non-Senate academic appointees for review and comment.
Comments about the proposed policy should be submitted at https://docs.google.com/forms/d/e/1FAIpQLScu7alKKiIl1P07lVvJ_JWjb6gOjVL_LetuvSdR2oEORNMJRA/viewform. So that we may meet the Office of the President’s response deadline, please forward any comments to the proposed policy revisions by December 7, 2023.
If you have any questions or concerns, please contact Marianne Beckett mbeckett@uci.edu.
Sincerely, Diane K. O’Dowd
Vice Provost for Academic Personnel