Please note: This information does not apply to represented staff - Please refer to your existing processes and schedule for FY19.
Dear Regional Staff,
This week, campus managers and supervisors received a memo from Jo Mackness, Interim AVC Human Resources, outlining the FY20 Non-Represented Staff Salary Program for UC Berkeley. You will see that message below for full details.
I am writing today with the information about how this will work in SHARE along with the corresponding Performance Management Process. This process is used to align performance evaluations and pay and parallels the campus processes.
Highlights of Jo’s message
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Employees may receive a merit salary increase percentage based on performance evaluation - across-the-board increases are not permitted.
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We will use the online performance management tool for non-represented staff (https://performance.berkeley.edu/).
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Aug 31, 2019 is the deadline for all online performance evaluations of non-represented staff to be 100% completed.
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Cyber Security and UC Ethical Values & Conduct are two additional trainings that affect merit this year.
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Assuming all mandatory training/performance reviews are completed, salary increases will be effective 7/1/19 for monthly (and paid retroactively on 11/1/19) and effective 6/30/19 (and paid on 10/30/19) for biweekly paid employees. Increases will be delayed for those who are not in compliance. Note: your regional manager/supervisor will be communicating increases to eligible employees by mid-October.
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Next year’s processes will change to run from April through March which will benefit you because merit increases will be delivered earlier in Aug. 2020 and eliminates retroactive pay. To shift to this new timeline, Berkeley will implement a shortened cycle (July 2019 - March 2020). This means you can expect to begin the next performance evaluation process sometime in Spring 2020.
What you can do to get ready now
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You should prepare to discuss your performance with your supervisor/manager with a self-evaluation using the online tool- review the goals for this past year and assess where you may/may not have achieved the goals and why. Compare your assessment with your supervisor’s/manager’s and discuss any differences
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This step-by-step guide can help navigate the process and online tool. Managers/supervisors and staff may find these FAQs helpful as well.
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If they have not done so already, your supervisor/manager will let you know the self-evaluation process and the deadline to complete it. Your supervisor will also work with you on your individual performance goals
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As a reminder, salary increases for individual contributors (non-manager/supervisor staff) as well as PPSM Supervisors/Managers are contingent on completion of mandatory Sexual Violence and Sexual Harassment (SVSH) prevention training, UC Ethical Values & Conduct training, and Cyber Security Training by7/31/19Only 20 days left! You can identify any mandatory training you still need to complete at the UC Learning Center
If you have additional questions, please reach out to your manager/supervisor. I hope you both will have a beneficial and productive performance evaluation conversation. I look forward to this opportunity to develop a set of ambitious goals for this fiscal year to help SHARE provide great service to the units we serve. Please join me in this important effort.
Warm Regards,
Teal
From: Avc-hr Departmental <avc-hr@berkeley.edu>
Date: Wed, Jul 10, 2019 at 11:25 AM
Subject: FY20 Non-represented Staff Salary Program
To: Avc-Hr Departmental <avc-hr@berkeley.edu>
Dear Colleagues,
It is important that we continue to invest in our staff who provide essential support to the academic mission of the university. Therefore, we are pleased to confirm that this year we will again implement a salary program for non-represented (PPSM) staff
How will the program work and be funded? As part of their annual budget planning, units will provide funding in an amount equivalent to 3% of the total salaries of eligible non-represented staff.
Employee salary increase percentages will be based on a pay for performance approach based on the employee’s performance rating. Across-the-board increases are not permitted.
Who is eligible for an increase?
Salary increases for non-represented individual contributors (non-manager/supervisor staff) are contingent on completion of mandatory:
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SVSH prevention training,
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Ethics Compliance training, and
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Cyber Security training.
Salary increases for PPSM Supervisors and Managers are contingent on:
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Completion of all mandatory training by all non-represented subordinate staff in their unit by 7/31/19 (note new extended deadline):(For information about how to know if subordinate staff has completed the training, please visit this web page.)
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Completion of written performance reviews for all subordinate non-represented staff in their unit by 8/31/19.
Annual salary adjustments for represented staff are addressed through the collective bargaining process.
What will be the effective date for increases?Salary increases will be effective 7/1/19 for monthly paid and 6/30/19 for biweekly paid employees. Salary increases that are delayed (due to non-completion of any training or performance reviews) will not be retroactive and will be effective the first of the month following completion of the required training and/or performance reviews.
When will recipients see the increases in their paycheck? Assuming mandatory training is completed, bi-weekly paid employees will see the merit increase and the retroactive payments reflected in the 10/30/19 paycheck. Monthly paid employees will see the merit increase and the retroactive payments in the 11/1/19 paycheck.
Will the PPSM Salary Ranges be Adjusted?
Berkeley’s PPSM salary ranges have been updated effective 7/1/19. The grade midpoints have been increased by approximately 5.4%. The salary ranges have been narrowed. There are some employees whose current salary will fall below the new range minimums.
The new salary ranges can be viewed at our website via the drop-down menu titled “Salary Ranges (MSP/PSS).” Since the ranges are effective 7/1/19, which will also be the effective date for the merit increases for monthly paid employees (6/30/19 for biweekly paid), PPSM 30 policy states if more than one salary action takes place on the same date, actions occur, as applicable, in the following order:
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Systemwide Salary Program action resulting from a general increase;
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Merit increase;
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Individual salary action resulting from promotion, reclassification, lateral transfer, demotion, or equity increase; and
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Salary range adjustment.
For employees whose current salary falls below the new salary range minimum, you may wait until after the merit process has concluded to analyze if any employee requires an additional salary increase to bring their salary to at least the range minimum.
What’s new for next year?The merit evaluation timeline for non-represented staff (PPSM) that currently parallels our fiscal year will change to run from April through March. The benefit of this change is that next year’s merit increases will be delivered earlier in August 2020 (as opposed to November 2020) and the need for retroactive pay will be eliminated.
To shift to this merit evaluation timeline, we will be implementing a shortened cycle (from July 2019 through March 2020) during this transition year. This nine month cycle will get us on track for the first full twelve month merit evaluation timeline that will begin April 2020.
Reminder on Performance Ratings As in past years, the expectation is that no more than 15% of the staff in each unit will be rated at the highest level, 5 – exceptional. This is a rating level that is reached once in a while upon completion of a major contribution. Clarification on ratings is available atthis web page
Constructive feedback is increasingly important throughout the year but especially in the annual review. Performance Reviews that are not completed on time default to a meets expectations rating.
What’s Next? Deans and Vice Chancellors will provide further information regarding their unit’s procedures for administering this year’s salary program. In the meantime, guidelines and FAQs about this year’s program are now available online. Additional questions may be sent to compdesk@berkeley.eduor handled by your HR Partner.
Warmly,
Jo
Jo Mackness, Interim AVC-HR
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