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Overview Approval Process Salary Components Salary Guidelines PPS Considerations DOS Codes Leaves Faculty Salary Exchange Program PPS Examples PPS Entry.

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Presentation on theme: "Overview Approval Process Salary Components Salary Guidelines PPS Considerations DOS Codes Leaves Faculty Salary Exchange Program PPS Examples PPS Entry."— Presentation transcript:

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2 Overview Approval Process Salary Components Salary Guidelines PPS Considerations DOS Codes Leaves Faculty Salary Exchange Program PPS Examples PPS Entry Tips

3  What is it? A compensation plan, approved for a five-year trial period beginning 7/1/13, that will allow faculty to utilize external fund sources to support a portion of their total UC salary  Who is Eligible? Ladder-Rank and In-Residence faculty in participating general campus and SIO departments who meet the good standing and eligibility requirements stated in the UCSD Implementation Guidelines  How does it work? On an annual basis, faculty in participating departments may negotiate an additional salary increment that will be added to his/her covered compensation rate (scale-rate plus off-scale) to create the Total UC Salary Rate. The negotiated increment may not exceed 30% of the individual’s covered compensation rate.  Are there other costs to participate? Participating faculty must contribute released base salary equal to 10% of the increment to a contingency fund and must cover the additional benefits costs

4 Responsible PartySteps/Comments Faculty memberInitiate request Ensure good standing criteria have been met Department fund manager/business officer Verify allowable and sufficient funding is available Complete salary worksheet Assist faculty member with request form ChairConfirm good standing Confirm funding Negotiate salary Forward endorsement to Dean DeanVerify accuracy and appropriateness of proposal Forward endorsed proposal to EVC CAPReview proposal and make recommendation to EVC EVCIssue final decision

5 Covered Compensation Rate  Scale-based salary rate plus any off-scale  Covered compensation is the portion of salary used for benefit calculations (e.g., retirement, disability, life insurance, etc.) Negotiated Salary Increment  Negotiated annually, not to exceed 30% of covered compensation  The negotiated salary increment is not covered compensation Total UC Salary Rate  Covered compensation plus the negotiated salary increment

6 Salary ComponentFund SourceCovered Comp? Covered Compensation (scale rate + off-scale, if applicable) State General FundsYes Negotiated Salary IncrementExternal fundsNo Summer SalaryVariesNo, but eligible for special Defined Contribution Plan benefit (matching 3.5% contributions from employee and employer) Administrative Stipend (if applicable) VariesYes

7  Salary rates are negotiated annually, effective July 1- June 30  Salary rates will not be changed for any reason during the plan year including: ◦ Salary scale adjustments* ◦ Retroactive merit increases ◦ Receipt of additional external funds *If the scale-based rate is raised, the negotiated increment will be adjusted downward so that the Total UC Salary Rate remains constant. Requires manual PPS entry!

8  Record purposes appointment block ◦ Use Appointment 10, if possible ◦ Staffing-only distribution(s) to hold the FTE (RGS DOS code, indefinite) ◦ Negotiated increment distribution (RPY DOS code, 7/1-6/30) ◦ Upon update, annual rate will default to highest monthly rate X 12 (e.g., covered compensation)  Pay appointment block at Total UC Salary Rate ◦ Distributions that generate pay on appropriate funding during plan year ◦ Reflects monthly rate of total UC Salary Rate (except salary cap, cap gap) ◦ Use appropriate DOS codes to ensure covered comp amount, salary caps, etc.  Add other appointments as necessary ◦ Summer salary ◦ Stipend ◦ Non-salaried appointments

9 DOSDescriptionUseSpecial RGSRecord Purposes - Staffing Records permanently funded covered compensationNo pay generated RPYRecord Purposes - Negotiated Increment Records the negotiated incrementNo pay generated HSTTotal UC Salary RateRegular pay attributed to scale rate plus off-scale, requires % of effort Covered Comp NEYTotal UC Salary RateRegular pay attributed to negotiated increment, requires % of effort Not Covered Comp NXXAgency Salary Cap – covered comp Regular pay attributed to scale rate plus off-scale on funds subject to agency cap, requires % of effort Covered Comp BYRSalary Cap Gap – covered comp Regular pay to bridge gap between salary cap amount and Total UC Salary Rate attributed to scale rate plus off-scale; flat rate; no percent of effort Covered Comp NIYAgency Salary Cap – negotiated increment Regular pay attributed to negotiated increment, on funds subject to agency cap, requires % of effort Not Covered Comp BYCSalary Cap Gap – negotiated increment Regular pay to bridge gap between salary cap amount and Total UC Salary Rate attributed to negotiated salary increase; flat rate; no percent of effort Not Covered Comp SABSabbatical LeaveSabbatical pay attributed to scale rate plus off-scale, requires % of effort Covered Comp

10 DOS Code DescriptionUseSpecial ACAAdditional Summer Comp – Administrative Requires % of effortSpecial DCP benefit APAAdditional Summer Comp – Administrative Flat rateSpecial DCP benefit ACRAdditional Summer Comp – Research Requires % of effortSpecial DCP benefit ARCAdditional Summer Comp – Research, Salary Cap Requires % of effortSpecial DCP benefit AACAdditional Summer Comp – Research, Salary Cap Gap Flat rateSpecial DCP benefit ACMAdditional Summer Comp- Miscellaneous Requires % of effortSpecial DCP benefit SSCSummer Session TeachingFlat rateSpecial DCP benefit

11  Leaves of absence, including sabbatical, must be considered during GCCP salary negotiation  A copy of the approved ALAS form must be submitted with the GCCP request

12  FSEP participation must be considered during GCCP salary negotiation  FSEP forms must be submitted with the GCCP request  Retroactive FSEP requests will not be accepted

13 The first appointment shows the covered compensation and negotiated increment components in a record purposes block. Record purposes DOS codes must be used.  The annual rate will be calculated by default (highest monthly rate * paid over field value)  Distributions 11, 12 reflect a general campus faculty FTE split between two core funds (19900A and 20095A) The monthly rate is 1/12 th of the covered compensation total ($111,500/12=$9,291.67/mo)  Distribution 13 reflects the total negotiated salary increment The monthly rate is 1/12 th of the total negotiated salary increment ($8,900/12=$741.67/mo)

14 The second appointment reflects pay distributions at the Total UC Salary Rate  Distributions 21, 22: Reflects core funding related to the covered compensation. Percentages shown will issue an annual amount of $111,500 less the 10% contingency fund contribution ($8,900 for the year; 10% of negotiated salary increment) which is reflected as released salary on 19900A funds.  Distribution 23 Reflects the remaining covered compensation on external funds  Distribution 24: Reflects funding related to the negotiated increment on external funds; not covered compensation

15 Use the LVE bundle in PPS to implement a sabbatical leave concurrent with GCCP participation. The first screen in the LVE bundle is the ELVE screen. Enter action code 07 (paid leave), leave begin date, leave return date, and leave type code (01=full salary, 02=partial salary, 03=in residence, full salary).

16 The first appointment shows the covered compensation and negotiated increment components in a record purposes block. Record purposes DOS codes must be used.  The annual rate will be calculated by default (highest monthly rate * paid over field value)  Distributions 11, 12 reflect a general campus faculty FTE split between two core funds (19900A and 20095A) The monthly rate is 1/12 th of the covered compensation total ($105,700/12=$8,803.33/mo)  Distribution 13 reflects the total negotiated salary increment The monthly rate is 1/12 th of the total negotiated salary increment ($31,700/12=$2,641.67/mo)

17 The second appointment reflects pay distributions at the Total UC Salary Rate  Distributions 21, 22: Reflects core funding during sabbatical leave which is covered compensation. The 19900A funding line has been reduced to reflect the 10% contingency fund contribution.  Distribution 23: Reflects the remaining covered compensation on external funds during the sabbatical leave  Distribution 24: Reflects negotiated increment funding on external funds during the sabbatical leave; not covered compensation

18 Pay distributions (continued)  Distribution 25: Reflects negotiated increment funding on external funds during the sabbatical leave; not covered compensation  Distributions 26,27: Reflects core funding related to the covered compensation during spring quarter. The 19900A funding line has been reduced to reflect the 10% contingency fund contribution.  Distribution 28: Reflects the remaining covered compensation on external funds during spring quarter

19 Pay distributions (continued) Note that a new appointment had to be added to accommodate the number of distributions required to record the GCCP. Copy the attributes from the previous appointment.  Distribution 31: Reflects negotiated increment funding on external funds during spring quarter; not covered compensation

20 The Total UC Salary Rate is used to determine the 1/9 th pay rate for summer salary  Distribution 41:.5/9 th in July,.5/9 th in August  Distribution 42:.5/9 th in July,.5/9 th in August  Distribution 43: 1/9 th total in September

21 The first appointment shows the covered compensation and negotiated increment components in a record purposes block. Record purposes DOS codes must be used.  The annual rate will be calculated by default (highest monthly rate * paid over field value)  Distributions 11, 12 reflect a general campus faculty FTE split between two core funds (19900A and 20095A) The monthly rate is 1/12 th of the covered compensation total ($150,000/12=$12,500/mo)  Distribution 13 reflects the total negotiated salary increment The monthly rate is 1/12 th of the total negotiated salary increment ($15,000/12=$1,250/mo)

22 The second appointment reflects pay distributions at the Total UC Salary Rate  Distribution 21: Reflects core funding related to the covered compensation  Distribution 22: Reflects the balance of covered compensation on external funding. All 19900A funds are fully released to reflect the FSEP; the reduction of 19900A in this case also satisfies the contingency fund obligation.  Distribution 23: Reflects funding related to the negotiated increment on external funds; not covered compensation

23 The first appointment shows the covered compensation and negotiated increment components in a record purposes block. Record purposes DOS codes must be used.  The annual rate will be calculated by default (highest monthly rate * paid over field value)  Distributions 11, 12 reflect a general campus faculty FTE split between two core funds (19900A and 20095A). The monthly rate is 1/12 th of the covered compensation total ($197,500/12=$16,458.33/mo)  Distribution 13 reflects the total negotiated salary increment The monthly rate is 1/12 th of the total negotiated salary increment ($30,000/12=$2,500/mo)

24 The second appointment reflects pay distributions at the Total UC Salary Rate, salary cap rates, and salary cap gap supplements  Distributions 21, 22: Reflects core funding related to the covered compensation. Percentages shown will issue an annual amount of $197,500 less the 10% contingency fund contribution ($3,000 for the year; 10% of negotiated salary increment) which is reflected as released salary on 19900A funds.  Distribution 23: Reflects the balance of covered compensation on external funding

25 For Academic Year (AY) faculty, the annual agency capped rate is multiplied by.75 to determine the monthly capped rate during the academic year pay period.  Distribution 25 and 26: Reflects funding related to the negotiated increment on external funds, with agency capped salary; not covered compensation  Distribution 27 and 28: Reflects salary cap gap funding, paid as a flat-dollar amount, related to the negotiated increment; not covered compensation

26 The Total UC Salary Rate is used to determine the normal 1/9 th pay rate for summer salary. For Academic Year (AY) faculty paid on agency capped funds in the summer, divide the annual salary cap amount by 9 to determine the agency capped rate during the summer service period.  Distribution 41: 1/9 th in July and.5/9 th in August  Distribution 42:.5/9 th in August on agency capped salary rate  Distribution 43: 1/9 th issued in September on agency capped salary rate  Distribution 44: Salary cap gap for distribution 42; paid as a flat-dollar amount  Distribution 45: Salary cap gap for distribution 43; paid as a flat-dollar amount

27 Administrative stipends may not be included in the negotiated salary increment. Stipends must be recorded under distinct appointments/distributions using appropriate faculty administrator title and DOS codes.  Distribution 53: Administrative stipend; covered compensation.

28  All GCCP distribution percentages when totaled should equal 100%  The combined total of all GCCP distributions (monthly rate * % and cap gap amounts) during the participation period must add up to the annual Total UC Salary rate  GCCP distributions with covered compensation DOS codes must add up to the full annual covered compensation rate  Faculty must be paid at least 50% of the covered compensation rate on core funds (e.g. FSEP may not exceed 50%)  The NIH CAP is currently $179,700. For Academic Year faculty, the monthly capped rate is $11, (179,700 *.75 = $134,775 / 12 months = $11,231.25). The monthly NIH capped rate for summer ninths is $14,975 (179,700 *.75 = $134,775 / 9 = $14,975). These rates ensure that no more than $179,700 is paid over the course of the year.  Cap gap payments must be issued on fund sources that do not require percentage of effort reporting.  Cap gap payments may not be paid on 19900A funds  Summer salary is eligible for a special DCP benefit (7% total based on an employee pretax contribution of 3.5% and an employer matching contribution of 3.5% charged to the fund source)  Additional appointments may need to be added to support the number of distributions required to record all of the funding under the GCCP  The record purposes distribution for the negotiated increment (RPY) must be on 00000A funds  Make a note on your calendar for next June to ensure new pay distributions have been or will be added, effective 7/1/14  Note GCCP details in PAN Comments (Covered Comp Rate, Negotiated Increment, Total UC Salary Rate). Also add standard summer salary, leave, FSEP and other required comments in the same entry. Example: GCCP , Cov Comp $100,000, Neg Inc $10,000, Total UC Salary Rate $110,000; Pay 3/9ths ASC; will work 57 days

29  Academic Affairs GCCP webpage ◦ Implementation Guidelines ◦ Request Form/Salary Worksheet ◦ FAQ ◦ DOS Codes/Title Codes ◦ PPS Examples  Faculty Announcement


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