Pay for Performance FAQs
Why Pay for Performance for our policy covered staff?
In 2014, President Napolitano mandated implementation of a merit-based pay for performance model for all locations effective in FY 2016-2017. She stated,
Recognizing and rewarding outstanding performance and differentiated pay practices based on employees’ accomplishments will help motivate people to achieve superior results. Superior performance is difficult to achieve when everyone receives the same increase in compensation regardless of their contribution. The merit-based approach is also consistent with feedback we received from staff in the most recent Engagement Survey. Employee feedback urged us to make pay for performance a more prominent feature in our salary programs.
UC Davis executive leadership echoed this desire and is committed to an ongoing and sustainable compensation/performance based merit program for non-represented staff.
Will Pay for Performance be implemented for union covered staff in the future?
We do not have a definitive answer at this time. Pay for performance constitutes a condition of employment. All terms and conditions of employment are subject to collective bargaining with the various unions before implementation. Any changes to wages or working conditions must be negotiated and agreed to by contract.
How does the salary program for represented employee compare and/or contrast with the salary program for non-represented employees?
Salary programs for represented employees are established by contract with labor unions. Salary programs for non-represented employees are initiated with guidance from the University of California Office of the President.
Is Pay for Performance an equity program?
Pay for Performance is intended to reward staff based on their performance. Merits assigned under this program, should not take into account longevity or equity concerns.
Does Pay for Performance also include a cost of living adjustment (COLA)?
The University’s salary program for non-represented employees is merit/performance based and does not consider cost of living.
Are managers/supervisors required to calibrate staff performance?
The following principles have been provided regarding calibration:
- Within each school, college or division, an individual or group of individuals at the leadership level takes responsibility for coordinating and communicating the calibration and merit distribution process
- Supervisors and managers within that school, college or division are directly engaged/involved with the calibration process
- Supervisors and managers are informed about the merit application process outcomes prior to communication with individual employees
Which online training to I have to be “up to date” with in order to receive a Fully Achieved Expectations rating?
For the 2016-2017 appraisal year, the two online training programs required are Cyber Security Awareness and Sexual Harassment Prevention. Employees who do not complete the mandatory training required during their appraisal period will not be eligible for a Fully Achieved Expectations rating. Employees can check the UC Learning Center to confirm they’ve completed the assigned training.
I heard the HR is adding a memo to my personnel file. What is this about?
We’ve had a lot of changes in the performance appraisal structure as a result of President Napolitano’s move to pay for performance. As a result, each non-represented employee file will receive a memo from UC Davis Human Resources explaining the changes in annual performance evaluation ratings. The memo will outline the changes to the ratings and explain that unless otherwise indicated, any change in ratings is not a reflection of a decline in the overall performance or effort of employees. Please visit this link for an example of the personnel file memo.
(FAQ updated February 27, 2017)