2018-19 Merit Program Guidelines

In years when the Office of the President approves merit pay for non-represented staff, the Pay for Performance (P4P) program offers compensation that allows departments to reward employees for performance ratings of Exceptional or Fully Achieved Expectations.

General Merit Eligibility Requirements
  • PSS: Career, non-represented and K3 employees in program, and non-probationary by April 30, 2019.
  • MSP: Career employees hired on or before January 2, 2019.
  • Employees with a completed appraisal and a rating of Fully Achieved Expectations or better, and have completed mandatory trainings.
  • Excluded Employment Appointment types: Contract (PSS and MSP), Floater, Per Diem and Limited Term. 
Inter-campus transfers
  • PSS: Eligible if they are in a career, non-probationary appointment, there was no break in service from previous UC location and transferred to UC Davis on or prior to April 30, 2019; with a completed appraisal and a rating of Fully Achieved Expectations or better.
  • MSP: Eligible if they were in a career appointment as of January 2, 2019, there was no break in service from previous UC location and transferred to UC Davis on or prior to April 30, 2019; with a completed appraisal and a rating of Fully Achieved Expectations or better.

Davis Campus Specific Merit Program Guidelines

Davis Campus Specific Merit Program Guidelines

Merit pool 3% of the salaries based on the eligible non-represented staff within the unit as of April 2, 2019. 

  • The provost, deans and vice chancellors are responsible for ensuring merit allocations stay within total salary budget consistent with the target provided by HR

Next Steps

  • HR will provide each school, college and division a roster of non-represented employees (99s) and salary budget no later than July 5, 2019.
  • Merit decisions must be returned to HR on or before July 19, 2019.

Effective Dates 

  • Bi-weekly paid employees - the merit increase will be effective June 30, with salary adjustments first appearing on the employee’s August 21 paycheck.
    • Retroactive payment will appear on the employee's September 4 paycheck.
  • Monthly paid employees – the merit increase will be effective July 1, with salary adjustments first appearing on the employee’s August 30 paycheck.
    • Retroactive payment will appear on the employee's August 30 paycheck.

Questions Please email p4p@ucdavis.edu.

UC Davis Health Specific Merit Program Guidelines

UC Davis Health Specific Merit Program Guidelines Merit Increases

The Pay for Performance program supports differentiation in merit increases based on an individual’s performance in the 2018-19 annual review cycle. Employees meeting merit eligibility requirements will receive the following merit increases:

  • Exceptional - 4 percent increase
  • Fully Achieved Expectations - 2.5 percent increase

Effective Dates

  • Bi-weekly paid employees - the merit increase will be effective June 30, with salary adjustments first appearing on the employee’s August 21 paycheck.
    • Retroactive payment will appear on August 21 paycheck.
  • Monthly paid employees – the merit increase will be effective July 1, with salary adjustments first appearing on the employee’s August 30 paycheck.
    • Retroactive payment will appear on August 30 paycheck.

Questions Please email p4p@ucdavis.edu 

Merit Program Implementation

Implementation of 2019 Career Tracks Salary Ranges

The 2019 Merit Pay Program (P4P) runs concurrently with the annual, system-wide Career Tracks Salary Range updates. This year, the Career Tracks salary range maximums will increase by 2%, while salary range minimums will increase by 4%

Very few non-represented employees are impacted by the updated salary ranges.

UC policy dictates that “an employee’s salary must be within the salary range that is aligned to the job title based on the associated job’s duties and responsibilities”. As such, the few impacted employees will see the following changes:

For employees below minimum

  1. 2018-2019 merit increase applied to base salary
  2. 2019 salary range increase of 4% applied to range minimum

Please Note: Where employee is below range minimum, employee base salary is increased to minimum

For exceptional situations, please contact Compensation Services

For employees at maximum

  1. 2019 salary range increase of 2% applied to range maximum
  2. 2018-2019 merit increase applied to base salary, up to range maximum

Please Note: Where employee’s base salary exceeds range maximum, merit increase is reduced so employee base salary equals range maximum 

For exceptional situations, please contact Compensation Services