Final Guidelines for FY 2011-12 Merit Plan for Policy-Covered Staff


Re: Final Guidelines for Fiscal Year (FY) 2011-12 Merit Plan for Policy-Covered Staff

We are very pleased to announce the final guidelines for implementing the FY 2011-12 Merit Plan applicable to Policy-Covered (Non-Represented) Staff. The plan is in accordance with the University’s approved budget and system-wide guidelines.

Merit increases for eligible staff will be effective July 1, 2011, for those on a monthly pay schedule and June 26, 2011, for those paid on a biweekly schedule. New salary rates and retroactive payments will be reflected on the November 1, 2011, paycheck for monthly paid employees and for biweekly paid employees on the October 26, 2011, paycheck.

Salary actions for exclusively represented employees are determined in accordance with applicable collective bargaining agreements and/or meeting-and-conferring as appropriate under the Higher Education Employer-Employee Relations Act (HEERA) and are not covered by these guidelines.

Performance Appraisals

Written performance evaluations should be completed in accordance with Personnel Policies for Staff Members (PPSM) 23 and within twelve months preceding the processing of a merit increase.

Salary Structure Adjustments

All resulting salaries are to be within range. Adjustments to the following salary range structures have been made for FY 2011-12 and are available in Related Information.

  • Management and Senior Professionals (MSP)
  • Professional and Support Staff (PSS 1 – 7 and PSS A – D)
  • Information Technology Professionals
  • Advancement Officers
  • Student Assistant Series

Merit Pool

The control number for merit increases for policy-covered staff is 3 percent of the overall payroll base of filled eligible positions in eligible job categories. For staff paid on general funds the increases must be provided from current allocations; there will be no additional allocations made to accommodate this increase in expenditures.


  • Policy-covered staff members with a performance rating of “satisfactory” or above are eligible for merit increase consideration. Individual increases should be based on documented performance, the accomplishment of assigned responsibilities, and overall contribution. An employee whose performance is unsatisfactory or “Does Not Meet Expectations” should not be recommended for a merit increase. Additionally, it is recommended that an employee whose performance rating is “Partially Meets Expectations” should receive less than the average merit increase percentage.
  • Members of the Senior Management Group (SMG) and any policy-covered staff employees whose annualized base salary is at or above $200,000 are ineligible for consideration under this resumption of the merit program for FY 2011-12.
  • Staff employees who were hired, appointed, reclassified, or otherwise received any base salary increase on or after January 1, 2011, are ineligible for merit consideration. Any request for exception to this exclusion requires advance review by Campus Human Resources or Health Sciences Human Resources and approval by the Chancellor or his designee. Requests must be signed by the cognizant Dean, Vice Chancellor, or Vice Provost.

Other Approval Conditions and Reporting Requirements

  • Increases may not exceed 6 percent. Any request for exception from a campus organization requires written documentation, review by Campus Human Resources, and approval by the Chancellor or his designee.
  • One-over-one approval is required for all merit increases; for example, an increase for a supervisor’s direct report must also be approved at the next management level.
  • Organizations will be asked to report on expenditures vs. their 3% control number, by fund source categories (State funds, hospital funds, auxiliaries, contract & grant funds, etc.).

Information regarding implementation dates has been sent to HR administrators by Compensation Services. You may direct questions to Campus Human Resources, Compensation Services at 310-794-0880 or Health Sciences Human Resources at 310-794-0500. EDB questions may be directed to Personnel Services at 310-794-3147 or 310-794-0683 for Health Sciences.


Lubbe Levin
Assistant Vice Chancellor
Campus Human Resources
Mark A. Speare
Sr. Associate Director
Patient Affairs, Human Resources & Marketing 


Campus Human Resources, Personnel Services
Phone: (310) 794-3147 | Fax: (310) 794-0865

UCLA Healthcare Human Resources
Phone: (310) 794-0500 | Fax: (310) 794-0620