1. Academic Affairs General Campus Compensation Plan Trial PPS Training

2. 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

3. 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.

4. 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

5. 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

6. 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)

7. 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!

8. 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

9. 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

10. 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

11. 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

12. 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

13. 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 A)
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)

14. 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

15. 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).

16. 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 A)
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)

17. 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

18. 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

19. 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

20. 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

21. 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 A)
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)

22. 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

23. 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 A).
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)

24. 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

25. 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

26. 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

27. 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.

28. 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, (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. Important Web Links
Academic Affairs GCCP webpage
Implementation Guidelines
Request Form/Salary Worksheet
FAQ
DOS Codes/Title Codes
PPS Examples
Faculty Announcement