Academic Affairs General Campus Compensation Plan Trial PPS Training

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

Overview What is it? Who is Eligible? How does it work? 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 Modeled after HSCP. Annual salary negotiation. UCLA and UCI are also participating.

Submission and Approval Process Responsible Party Steps/Comments Faculty member Initiate 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 Chair Confirm good standing Confirm funding Negotiate salary Forward endorsement to Dean Dean Verify accuracy and appropriateness of proposal Forward endorsed proposal to EVC CAP Review proposal and make recommendation to EVC EVC Issue final decision

Salary Components 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

Salary Components Chart Fund Source Covered Comp? Covered Compensation (scale rate + off-scale, if applicable) State General Funds Yes Negotiated Salary Increment External funds No Summer Salary Varies No, but eligible for special Defined Contribution Plan benefit (matching 3.5% contributions from employee and employer) Administrative Stipend (if applicable)

Salary Guidelines 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!

PPS Considerations 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

DOS Code Definitions DOS Description Use Special RGS Record Purposes - Staffing Records permanently funded covered compensation No pay generated RPY Record Purposes - Negotiated Increment Records the negotiated increment HST Total UC Salary Rate Regular pay attributed to scale rate plus off-scale, requires % of effort Covered Comp NEY Regular pay attributed to negotiated increment, requires % of effort Not Covered Comp NXX Agency Salary Cap – covered comp Regular pay attributed to scale rate plus off-scale on funds subject to agency cap, requires % of effort BYR Salary 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 NIY Agency Salary Cap – negotiated increment Regular pay attributed to negotiated increment, on funds subject to agency cap, requires % of effort BYC Salary 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 SAB Sabbatical Leave Sabbatical pay attributed to scale rate plus off-scale, requires % of effort

DOS Code Definitions Additional Summer Compensation Description Use Special ACA Additional Summer Comp – Administrative Requires % of effort Special DCP benefit APA Flat rate ACR Research ARC Research, Salary Cap AAC Research, Salary Cap Gap ACM Additional Summer Comp- Miscellaneous SSC Summer Session Teaching

Leaves 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

Faculty Salary Exchange Program 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

PPS EXAMPLE 1 – Basic GCCP During Academic Year Only (Record Purposes Appointment) 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 1/12th of the covered compensation total ($111,500/12=$9,291.67/mo) Distribution 13 reflects the total negotiated salary increment The monthly rate is 1/12th of the total negotiated salary increment ($8,900/12=$741.67/mo)

PPS EXAMPLE 1 – Basic GCCP During Academic Year Only (Pay Distributions) 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

PPS EXAMPLE 2 – GCCP With 100% Fall & Winter Sabbatical and 3/9th summer salary (Leave Screen) 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).

PPS EXAMPLE 2 – GCCP With 100% Fall & Winter Sabbatical and 3/9th summer salary (Record Purposes Appointment) 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 1/12th of the covered compensation total ($105,700/12=$8,803.33/mo) Distribution 13 reflects the total negotiated salary increment The monthly rate is 1/12th of the total negotiated salary increment ($31,700/12=$2,641.67/mo)

PPS EXAMPLE 2 – GCCP With 100% Fall & Winter Sabbatical and 3/9th summer salary (Pay Distributions – page 1 of 3) 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

PPS EXAMPLE 2 – GCCP With 100% Fall & Winter Sabbatical and 3/9th summer salary (Pay Distributions – page 2 of 3) 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

PPS EXAMPLE 2 – GCCP With 100% Fall & Winter Sabbatical and 3/9th summer salary (Pay Distributions – page 3 of 3) 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

PPS EXAMPLE 2 – GCCP With 100% Fall & Winter Sabbatical and 3/9th summer salary (Summer Salary) The Total UC Salary Rate is used to determine the 1/9th pay rate for summer salary Distribution 41: .5/9th in July, .5/9th in August Distribution 42: .5/9th in July, .5/9th in August Distribution 43: 1/9th total in September

PPS EXAMPLE 3 – GCCP With FSEP (Record Purposes Appointment) 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 1/12th of the covered compensation total ($150,000/12=$12,500/mo) Distribution 13 reflects the total negotiated salary increment The monthly rate is 1/12th of the total negotiated salary increment ($15,000/12=$1,250/mo)

PPS EXAMPLE 3 – GCCP With FSEP (Pay Distributions) 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

PPS EXAMPLE 4 – Salary Caps, Summer Salary and Stipend (Record Purposes Appointment) 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 1/12th of the covered compensation total ($197,500/12=$16,458.33/mo) Distribution 13 reflects the total negotiated salary increment The monthly rate is 1/12th of the total negotiated salary increment ($30,000/12=$2,500/mo)

PPS EXAMPLE 4 - Salary Caps, Summer Salary and Stipend (Pay distributions) 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

PPS EXAMPLE 4 - Salary Caps, Summer Salary and Stipend (Pay distributions) 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

PPS EXAMPLE 4 - Salary Caps, Summer Salary and Stipend (Summer Salary) The Total UC Salary Rate is used to determine the normal 1/9th 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: 1/9th in July and .5/9th in August Distribution 42: .5/9th in August on agency capped salary rate Distribution 43: 1/9th 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

PPS EXAMPLE 4 - Salary Caps, Summer Salary and Stipend (Administrative Stipend) 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.

PPS Entry Tips 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 $11,231.25 (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 2013-14, Cov Comp $100,000, Neg Inc $10,000, Total UC Salary Rate $110,000; Pay 3/9ths ASC; will work 57 days

Important Web Links Academic Affairs GCCP webpage http://academicaffairs.ucsd.edu/aps/compensation/gccp.html Implementation Guidelines Request Form/Salary Worksheet FAQ DOS Codes/Title Codes PPS Examples Faculty Announcement http://adminrecords.ucsd.edu/Notices/2013/2013-5-17-1.html