Salary Programs at a Glance
The salary information presented in the following tabs is a summary of the details contained in the applicable bargaining unit contract or salary program. This information is not intended to replace or be relied upon in lieu of the applicable bargaining unit contract or salary program announcement.
CX – Clerical and Allied Services
The information presented is a summary of the details contained in the applicable bargaining unit contract or salary program. This information is not intended to replace or be relied upon in lieu of the applicable bargaining unit contract or salary program announcement.
(Step-Based Salary Structure)
Status |
Current Period - July 1, 2021 through June 30, 2026 |
Range Adjustment |
Effective on the first full bi-weekly pay period nearest the first day of the month in which the increase occurs, University shall provide range increases at the following percentages, or at the annual percentage amount provided to non-represented employees, whichever is greater.
Eligibility: Employees must be on pay status or approved leave in the CX Bargaining Unit on the effective date of the increase and the date of payment. |
Step Increase |
Effective on the first full bi-weekly pay period nearest the first day of the month in which the increase occurs, University shall provide the following increases to non-probationary career employees:
Non-probationary career employees who are no longer eligible for a step increase (i.e. at maximum step), shall receive a non-base building lump sum equal to the value of the difference between the highest two (2) steps based on the effective date of the range adjustment. Eligibility: Employees must be on pay status or approved leave in the CX Bargaining Unit on the effective date of the increase and the date of payment. Employees on unpaid leave will be provided lump sum upon return to active work. |
Lump Sum Payments |
Ratification Within 60 days of ratification, all non-probationary career employees will receive a one-time, non-base building wage payment of three-thousand dollars ($3,000). This wage payment shall be subject to dues deductions and is retirement eligible. All appropriate taxes and UCRP contributions shall be deducted. Lump sum shall be prorated on employee's appointment FTE; or average hours worked in quadra-weekly cycle prior to ratification, whichever is greater. Longevity Effective on the first full bi-weekly pay period on or following July 1, 2022, all career employee with at least twenty (20) years as of July 1, 2022, full time service to the University, without a break in service, shall receive a one-time non-base building longevity lump sum payment of one-thousand dollars ($1,000). This payment shall be considered retirement eligible earning. For each year of the agreement (2023, 2024, 2025) employee who meet the eligibility above and have not previously received this payment, shall receive a one-time non-base building longevity lump sum payment of one-thousand dollars ($1,000). This payment shall be considered retirement eligible earnings. Eligibility: Employees must be on pay status or approved leave in the CX Bargaining Unit on the date of ratification and the date of payment. Employees on unpaid leave will be provided lump sum upon return to active work. |
DX – Physicians, Dentists and Podiatrists contract
The information presented is a summary of the details contained in the applicable bargaining unit contract or salary program. This information is not intended to replace or be relied upon in lieu of the applicable bargaining unit contract or salary program announcement.
Status | Current Period - June 30, 2024 through June 30, 2027 |
Range Adjustment | Wage increases referenced throughout this agreement are effective on the date indicated or the first, full pay period following the date provided when the date provided is not the begin date of the employee’s relevant pay cycle. All DX employees shall receive a percentage-based salary increase in alignment with the provisions of Article 19 (A) effective July 1, 2024; July 1, 2025; and July 1, 2026. Percentage-based salary increases:
In addition, non-probationary, career employees shall receive an additional 1% equity percentage-based salary increase each year in addition to and simultaneously with the percentage-based salary increases listed above. |
Ratification Bonus | Ratification Upon ratification, non-probationary, career employees will receive a one-and-a-half (1.5%) one-time ratification bonus for each UAPD member based on their salary as of June 30, 2024. Each member shall be eligible for only one bonus payment, which shall be considered retirement eligible earnings. Bonus payments shall be paid out as soon as practicable after July 1, 2024. |
EX - Patient Care Technical
The information presented is a summary of the details contained in the applicable bargaining unit contract or salary program. This information is not intended to replace or be relied upon in lieu of the applicable bargaining unit contract or salary program announcement.
(Step-Based Salary Structure)
Status |
Contract Period: February 7, 2020 through July 31, 2024 |
Range Adjustment |
Effective on the first full bi-weekly pay period on or after:
Eligibility: |
Step Increase |
Effective on the first full bi-weekly pay period on or after:
Eligibility: |
Shift Differentials |
$1.00 evening and night shift differentials by July 1, 2024 |
Other |
Ratification Lump Sum Payments
Longevity Lump Sum Payments
Eligibility: Employees must be on pay status or approved leave in the EX Bargaining Unit on the date of ratification and the date of payout. Employees on unpaid leave will be provided lump sum upon return to active work. |
HX – Health Care Professionals
The information presented is a summary of the details contained in the applicable bargaining unit contract or salary program. This information is not intended to replace or be relied upon in lieu of the applicable bargaining unit contract or salary program announcement.
(Open Range Transitioning to Step-Based Salary Structure)
Status |
Contract Period: August 8, 2019 through September 30, 2024 |
Range Adjustment |
Across the board range adjustments apply to all HX Job Codes. Pay rates for all steps will be increased by the percentages below, effective the first full bi-weekly or monthly pay period on or after:
Employees in the Counseling Psychologist series (TCs 9558 and 9559) shall receive a two percent (2%) increase in lieu of the July 2019 increase listed above. Eligibility: |
Step Increases |
Employees within range, will be provided step increase effective on the first full bi-weekly or monthly pay period on or after:
Eligibility: Career non-probationary employees who have earned a rating of satisfactory or better on their most recent performance evaluation preceding the effective date of the increase. Must be on active pay status or approved leave on the effective date and the date of payout. |
K5 – Skilled Craft
The information presented below is a summary of the details contained in the applicable bargaining unit contract or salary program. This information is not intended to replace or be relied upon in lieu of the applicable bargaining unit contract or salary program announcement.
(Step-Based Salary Structure)
Status |
Current Period: July 1, 2023 through June 30, 2027 |
Range Adjustment |
Across the board range adjustments apply to all K5 Job Codes. Pay rates for all steps will be increased by the percentages below, effective the first full bi-weekly pay period on or after:
Eligibility: Employees must be on pay status or on approved leave in the K5 Bargaining Unit on the effective date of the increase and the date of payout. |
Step Increase |
Employees receiving an overall performance rating evaluation of Successfully Meets Performance Expectations or above will receive a one (1) step increase or shall be placed at the range maximum for their job title, whichever is less. Effective the first full bi-weekly pay period on or after July 1st. Eligibility: K5 employees who are below the maximum of their salary range, and on pay status or approved leave on the effective date and the date of payout. |
Shift Differentials |
Updated Defined Hours of Shifts:
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Longevity Bonus |
K5 unit employees who attain milestones for full time career service with the University as of July 1st will receive the following:
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NX – Registered Nurse
The information presented below is a summary of the details contained in the applicable bargaining unit contract or salary program. This information is not intended to replace or be relied upon in lieu of the applicable bargaining unit contract or salary program announcement.
(Step-Based Salary Structure)
Status |
Current Period: October 31, 2022 - October 31, 2025 |
Range Adjustment |
Across the board range adjustments apply to all NX Job Codes. Pay rates for all steps will be increased by the percentages below, effective the first day of the pay period nearest to:
Eligibility: Employees must be on pay status or approved leave in the bargaining unit on the effective date of the increase and the date of payout. |
Range Payments |
One Time Recognition Payments Upon Ratification
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Step Increases |
Each eligible Nurse shall receive a within-range step increase effective on the first day of the pay period nearest to:
Eligibility is evaluated for years of experience and step placement language within the collective bargaining agreement and/or side letter agreement. |
PA – Police
The information presented below is a summary of the details contained in the applicable bargaining unit contract or salary program. This information is not intended to replace or be relied upon in lieu of the applicable bargaining unit contract or salary program announcement.
(Step-Based Salary Structure)
Status |
Current Period: September 23, 2022 through June 30, 2026 |
Range Adjustment |
Wages shall be increased across the board effective the pay period beginning:
Eligibility: Officers must be on pay status or paid leave on the effective date of the increase and the date of payout. Officers on unpaid leave are not eligible until return to duty status. |
Step Increases |
Anniversary Step: For each year this contract is in effect, individual officers shall receive a minimum one step increase upon satisfactory completion of their probationary period, to a maximum of step 5.0. Thereafter, for each year this contract is in effect, such officers shall receive a minimum one step increase on the anniversary of the completion of his/her probationary period contingent upon a determination of satisfactory or better performance, to a maximum of step 5.0. Longevity Step: Officers are eligible for movement to step 5.5, a longevity step 4% above the top step of the officer pay range, effective the officer's first full pay period after satisfaction of the following criteria.
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Certification Pay |
Effective October 2, 2022: Officers are eligible for additional compensation for Peace Officer Standards and Training (POST) Certification (limit one): Intermediate POST Certificate: 6% or base wage Advanced POST Certificate: 10% of base |
Specialty Pay |
Effective October 2, 2022: Officers assigned as specialist are eligible for an additional 5% of base while assigned. The Chief of Police has sole discretion to determine who shall be assigned as specialists (e.g. Detective, Field Training Officer, K-9, Motorcycle Officer). Officers assigned to multiple specialties shall be compensated for up to two (2) assignments. Effective October 2, 2022: Officers assigned to System-Wide Response Team (SRT) shall be eligible for an additional 5% of base while assigned. Officers assigned to SRT and another specialty shall be compensated for both the SRT and up to two (2) additional specialty assignments. |
Shift Differential |
Effective June 26, 2022 Officers shall receive an additional $2.00/hour |
Educational Incentive |
A monthly flat rate stipend paid to the employees designated pay cycle (biweekly). Not covered comp for retirement due to UCRP plan docs rule. AA Degree - $100 Monthly BA Degree - $200 Monthly MA Degree - $300 Monthly Police Chief and Chief Human Resource Officer or designee approves degrees |
Bilingual Pay |
$75 biweekly |
Uniforms/Fitness |
$1,200 annually for police uniform (not taxable) $800 annually for fitness (taxable) July 1 pay out |
Comp Time |
With 30 days' notice, employee may request cash out up to 60 hours for the first periods of June and November. |
RX – Research Support Professionals
The information presented below is a summary of the details contained in the applicable bargaining unit contract or salary program. This information is not intended to replace or be relied upon in lieu of the applicable bargaining unit contract or salary program announcement.
(Step-Based Salary Structure)
Status |
Current Period: August 8, 2019 through October 31, 2024 |
Range Adjustment |
Across the board range adjustments apply to all RX Job Codes. Pay rates for all steps will be increased by the percentages below, effective the first full bi-weekly or monthly pay period on or after:
Eligibility: Employees must be on pay status or approved leave in the RX Bargaining Unit on the effective date of the increase and the date of payout. |
Step Increase |
Employees within range, will be provided step increase effective on the first full bi-weekly or monthly pay period on or after:
Eligibility: Non-probationary career employees who receive a performance rating of "successfully meets performance expectations" on their more recent performance evaluation, and on pay status or approved leave in the RX Bargaining Unit on the effective date of the increase and the date of payout. |
Other |
Employees in Staff Research Associate 1 titles shall be reviewed for reclassification if they are career appointees who have served two full years in the title with at least satisfactory performance. Upon reclassification to Staff Research Associate 2 the employee will receive at least a five percent (5%) increase. Request review according to local procedure. |
SX – Services
The information presented below is a summary of the details contained in the applicable bargaining unit contract or salary program. This information is not intended to replace or be relied upon in lieu of the applicable bargaining unit contract or salary program announcement.
(Step Based Salary Structure)
Status |
Contract Period: January 31, 2020 through October 31, 2024 |
Range Adjustment |
Effective on the first full bi-weekly pay period on or after:
Eligibility: |
Step Increase |
Effective on the first full bi-weekly pay period on or after:
Eligibility: |
Shift Differentials |
$1.00 evening and night shift differentials by July 1, 2024 |
Premium Pay |
Daily premium (1.5x) applies to hours actually worked that exceeds the hours of a regularly scheduled shift of eight (8) hours or more in a day. Any employee who works in excess of twelve (12) hours in any one workday shall be paid double (2x) the regular rate of pay for the hours over twelve (12) in a day. |
Other |
Ratification Lump Sum Payments
Longevity Lump Sum Payments
Eligibility: |
TX – Technical
The information presented below is a summary of the details contained in the applicable bargaining unit contract or salary program. This information is not intended to replace or be relied upon in lieu of the applicable bargaining unit contract or salary program announcement.
(Step Based Salary Structure
Status |
Contract Period: August 8, 2019 through October 31, 2024 |
Range Adjustment |
Effective on the first full bi-weekly or monthly pay period on or after:
Eligibility: Employees must be on pay status or on approved leave in the TX Bargaining Unit on the effective date of the increase and the date of payout. |
Step Increase |
Effective on the first full bi-weekly or monthly pay period on or after:
Eligibility: Non-probationary career employees who receive a performance rating of "successfully meets performance expectations" on their more recent performance evaluation, and on pay status or approved leave in the TX Bargaining Unit on the effective date of the increase and the date of payout. |
Certification Pay |
AALAS certification pay (ALAT, LAT, LATG. RVT) where management required a non-base building salary differential will be provided to selected employees in the Animal Tech and Animal Health Tech series:
Upon completion and presentation of the following certification, each employee shall receive the following additional compensation up to $100 per month rate (pay will not be compounded):
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99 – Professional and Support Staff (PSS) & Management and Senior Professional (MSP)
The information presented below is a summary of the details contained in the applicable policy covered salary programs.
(Open Based Salary Structure)
Status |
Fiscal year 2024 - 2025, effective July 2024. For more information about the fiscal year 2024 - 2025 General Salary Increase, please review the General Increase Memo by Chancellor Kim A. Wilcox. Eligibility: Policy Covered Salary Increase July 2024 |
Range Adjustment |
Career Tracks Grades 2024 - 2025
The grade midpoints were increased to 3.5% to support the University's philosophy to provide salaries that are competitive in the market.
UCR participates in and reviews a number of salary surveys to obtain information about salaries paid in the competitive market. The University of California reviews policy-covered positions annually to ensure alignment of their grades to the competitive market. As a result of this review, some job classifications are assigned to a higher grade to maintain their competitive alignment.
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Merit |
The program for 2024 - 2025 will not be a true "performance-based merit" program, but will be provided as a general increase for which all eligible staff will receive a 4.2% increase to their base pay. |
Staff Recognition Award Program |
For information about the Staff Recognition Award Program (STAR), please visit the HR Employee Recognition webpage. |
99 – Student Assistant
The information presented below is a summary of the details contained in the applicable bargaining unit contract or salary program. This information is not intended to replace or be relied upon in lieu of the applicable bargaining unit contract or salary program announcement.
(Open Based Salary Structure)
Status |
Salary ranges are reviewed each year and updated in late December. |
Range Adjustment and Merit |
Student Assistant Salary Structure 2024 Student Assistants may be eligible for an in range merit increase after two quarters in the department and performance has been satisfactory or better (as documented in a performance review). See Student On-Campus Employment Guidelines. |
Staff Recognition Award Program |
Student Assistants eligible for the Non-Cash Employee Recognition Awards, please visit the HR Employee Recognition webpage. |