Supplemental Salary Adjustment Program at UC Irvine, 2015-16

In addition to the across the board 1.5% increase in salary for all academic employees for the 2015-16 year, UC Irvine is pleased to announce a salary adjustment program to address issues of equity, compression, inversion and exceptional merit, according to principles outlined by UCOP. All adjustments will be retroactive to July 1, 2015.

Group 1. Ladder rank faculty (non-HS Comp Plan) and LSOE series faculty

Funds equivalent to 1.5% of total budgeted salary (19900 funds as of July 1, 2015) of this group will be distributed through the program. A joint senate-administration committee met to review salary equity data and develop guidelines for implementation of the salary adjustment program.

Implementation guidelines:

  1. Deans will be provided with 2014-15 salary equity data generated by OIR in collaboration with the senate-administration salary equity committee, and their 1.5% fund pool.
  2. Deans will review these data in consultation with school Equity Advisor, Associate/Assistant Deans, and Department Chairs to identify issues in the four areas identified by UCOP: equity, compression, inversion and exceptional merit. Additional factors that can be considered include:
    • Decade of hire
    • Salary at hire
    • Retentions or salary adjustments
    • Rate of progress
    • Special awards
    • Service contributions including institution building activities
    • Sub-disciplinary market differences
  3. Schools will prepare recommendations for distribution of the 1.5% pool to individual faculty based on one or more of the areas/factors above.
  4. Provost office will review all recommendations for final approval

Group 2. HSCP faculty

Implementation guidelines: Still under discussion.

Group 3. Non-Ladder rank, non-HS Comp Plan, non-represented, non-student, Academic Appointees

Individuals in this group who were employed on July 1, 2015 are eligible for up to a 1.5% increase in salary if supported by the base salary fund source.

Implementation guidelines:
No salary equity data are available for this group. Deans will consult with Dept. Chairs, Assistant/Associate Deans and Equity advisors and submit a list of recommended increases. Provost office will review for final approval.

QUESTIONS: Questions should be directed to, subject line of Supplemental Salary Program

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