Update from 9/21/2016
It has come to our attention that the rosters distributed contain some calculation errors. These errors do not change who is eligible for the parity equity program and do not affect the amount of the parity equity increase for your eligible employee(s). Please note that the following columns for BW paid employees is likely to be incorrect: Annual Pay Rate, Annual Increase, Percent Increase
The following column is correct for nearly all employees: �Campus-Approved Parity Amount (Column I). The exception would be if the amount represents a greater than 25℅ FY increase. Call extension 2-7990 if you have questions.
To calculate the new hourly rate resulting from the CampuApproved Parity Amount, please divide by 2088.
Parity Equity Program -
VCAA Q&A
Q1. If I have an eligible employee listed on the roster for a parity equity increase, do I still need to submit an equity increase request in the EVC Equity Module?
A: No, They have already been approved, so there is no need to make a request.
Q2. What does the department need to do to receive central funding for core-funded employees?
A. Core funds will receive automatic adjustment in October 2016.
Q3. Does central funding for core-funded employees include funding for benefits too?
A. Yes
Q4. Does the department have to implement the increase? May a higher or lower salary be used?
A. The parity equity increase is mandatory and must be implemented as listed in Column I.
Q5. What happens if the department does not update PPS by September 30, 2016?
A. The parity equity increase is mandatory. There are no exceptions. If the department does not input the parity equity by September 30, 2016, then the department forfeits the funding for the increase.
Q6. How was eligibility determined? How was the parity equity amount determined?
A. Based on a snapshot of information collected in late 2015, Campus HR evaluated the salaries and employment history data of all EVC area employees. Based on the analysis conducted in 2016, Campus HR approved equity increases for the purposes of supporting parity among similarly-situated employees.
Q7. If the implementation of this equity created an inequity in my department, what can the department do?
A. Equities may not be approved if they will result in an inequity. Campus HR’s considered that rule before approving the parity equity program. However, per current policy and practice, if the department determines that there is an inequity with an employee’s salary at any time, the department may conduct an analysis and use the EVC Equity Module to request the equity and route it for review and approval. See Q10, 11, 12 for possible scenarios.
Q8. May the department use the parity equity analysis to justify increases for other employees?
A. No. The parity equity program is a one-time program based on an analysis conducted in early 2016. The analysis is based on a snapshot of salaries and employment history data from late 2015. At all times, equity increase requests must be made based on current salary information. More information about equity increase requests can be found in UCSD Implement Procedures PPSM 30: Compensation (see pages 5, 13-14).
Q9. Does the parity equity program take into account the higher overall salaries of employees as a result of the merit-based salary program?D
A. Yes, The new salaries from the parity equity program have been adjusted to take that information into account.
Q11. An employee has received the parity equity increase and now makes nearly as much as the supervisor. Can the supervisor have a raise?
A. Generally, the minimum differential between a supervisor and a subordinate is 5%. This is not a rule, but it is the general trend. There are acceptable situations when a subordinate with many years in a title may have a higher salary than the relatively new supervisor. Establishing the supervisor-subordinate differential is at the department’s discretion. Subsequent equity adjustments are not subject to retroactively to match the effective dates of the parity equity program.
Q10. There is an employee (A) who used to make more than another employee (B), an now both employees A & B make the same amount. Can the department increase employee A’s salary to reestablish the previous differential?
A. Salary compression and changes in relative placement are common side effects of mass equity updates. Consistent with our current policies, departments are free to fund subsequent equity adjustments if they are justified and affordable. However, given the corrective nature of this analysis and the relativity of the analysis to a specific point in time in 2015, additional adjustment may not be warranted. Subsequent equity adjustments are NOT subject to retroactivity to match the effective dates of the parity equity program.
Q12. Why were some title codes included and others excluded?
A. The parity equity analysis is not comprehensive. It aims to cover the common administrative title codes with known salary inequities. Some title codes may not have a common comparison or may be represented by collective bargaining groups. Collective bargaining units negotiate salary scales, and there is general equity within bargaining units across campus
Q13. Why were only some employees recommended for parity equity increases but others were not?
A. Only employees whose salaries were determined to be inequitable were recommended for parity equity increases. If an employee was not recommended for an increase, then that employee’s salary (as of the 2015 snapshot date) was above average for that title code and experience band of the comparable set of employees.
Q14. What is the effective date of the parity equity increases for BW-paid employees and MO-paid employees?
A. The parity equity increases have been approved for an effective date of July 31, 2016 (BW pay schedule) and August 1, 2016 (MO pay schedule).