Academic Affairs General Campus Compensation Plan Trial Phase Two of Pilot

1. Academic AffairsGeneral Campus Compensation Plan Trial Phase Two of Pilot

2. GCCP Phase Two Overview Approval Process Request Form Changes Certifications Eligibility and Good Standing FAQ Revision Salary Components Salary Guidelines Leaves Recap of Years 1-5

3. Overview • Where are we now? The General Campus Compensation Plan has been active for five years on three campuses (UCI, UCLA and UCSD). During year 4, a joint Senate-Administration Taskforce reviewed the program. After consultation with the Taskforce, the Faculty Senate and campus administration, UC Provost Brown extended the program for an additional four years. Phase Two, of the pilot will run July 1, 2018 through June 30, 2022, with the possibility of an additional wind-down year, should the program be terminated. • How does it work? The compensation plan allows faculty to utilize external fund sources to support the negotiated increment. “External funds” refer to non-state-appropriated funds, such as (but not limited to) endowment or gift income, professional degree fees, self-supporting degree fees, and contract and grant support for the negotiated increment. General Funds cannot be substituted for external funds in support of the program. The intent of the program is that the faculty member has access to the external funds due to their research, teaching, or outreach activities. The funds should not be discretionary funds located in the department, school, college, or campus. • 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 • Are there other costs to participate? Enrolled faculty must contribute released base salary equal to 10% of the increment to a contingency fund and must cover the additional benefits costs

4. Phase Two - Approval Process • EVC Simmons is issuing Academic Senate members an announcement today, March 20, 2018, that Phase Two of the pilot program is approved. • As in the past, Divisions will issue the actual call for enrollment requests and faculty are expected to submit enrollment requests to the Department Chair by the stated deadline. • Department Chairs will review and submit recommendations to the Dean • Dean will submit recommendations to the EVC by June 25, 2018.

5. Phase Two – Request Form Changes OP is requiring a common application form among campuses to allow for consistent collection of data.Request Form Changes • Compensation Proposal Section – Proposed line for rank, step, scale etc. has AY/FY designation and Market O/S is now just Off-Scale. • Certification Sections – revisions have been made to the certifications to include new requirements by campus and OP. New Tab - Research Expenditures • A tab has been added for new reporting requirements for the faculty’s research expenditures, research group support and graduate support. • Departments will continue to be required to compare levels of graduate support provided during program participation to what was provided in the previous years, as well as what the norm is for the discipline. Any significant changes in support levels must be explained. Faculty Salary Worksheet Changes • Departments and Deans offices will continue to have full responsibility for reviewing fundingand all other info.

6. Certifications • Departments must verify training is up to date for all participants. (Sexual Violence and Sexual Harassment Prevention Training, Cyber Security Awareness Training, and Lab Safety Training (if applicable).) • Faculty must confirm they will not reduce their teaching, research, service, and graduate support commitments during participation. • Faculty must confirm they have reviewed their department’s equipment inventory control procedures and understand UCSD conducts physical inventory of capital equipment every two years. • Departments must verify faculty have requested and received pre-approval for any APM 025 Category I activities planned for 2018-19. • Departments must verify faculty research contracts and grants are in good standing.

7. Eligibility and Good Standing • Advancement in rank or step in last academic review (or equivalent satisfactory review) • Fulfillment of faculty member’s approved teaching load • University service commensurate with rank and step • Research support obligations are fulfilled and faculty is continuing to support such costs • Training and reporting is up to date

8. FAQ Revision Salary Structure and Funding Section: • SOFI 99100A funds may not be used for the negotiated increment. • Only external funds will be used to support this program. “External funds” refers to any non-state-appropriated funds, such as (but not limited to) endowment or gift income, professional degree fees, self- supporting degree fees, and contract and grant support. General Funds cannot be substituted for external funds in support of the program. The intent of the program is that the faculty member has access to the external funds due to his or her research, teaching, or outreach activities. The funds should not be discretionary funds located in the department, school, college, or campus • Start-up funds may be used for the covered compensation portion of summer salary if stated in the offer letter.

9. 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 • The negotiated salary increment is notcovered compensation and only external funds may be used to support this. *Divisions may limit % to less than 30% Total UC Salary Rate • Covered compensation plus the negotiated salary increment

10. Salary Components Chart

11. Salary Guidelines • Salary rates are negotiated annually, effective July 1- June 30 • Once participation is formally approved, 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 *The submission deadline is delayed this year until the end of June to provide additional time for the Range. Once participation is final, any subsequent changes will not impact the Total UC Salary-base rate would raise, the negotiated increment will be adjusted downward so that the Total UC Salary Rate remains constant. Requires manual PPS entry!

12. 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 cannot participate in FSEP while on sabbatical leave • Medical leave, partial sabbatical and partial leave without pay does not constitute GCCP cancellation. • Partial sabbaticals result in a reduction to 99100A funding and an increase on extramural funds as a sabbatical leave supplement. The Total UC Salary remains the same.

13. Recap of Year 1- 5 Year 1 Stats • All general campus divisions and SIO participated • 19 departments participated • 82 faculty enrolled • Enrollment percentages ranged from 4-30% Year 5 Stats • All general campus divisions and SIO participated • 21 departments participated • 123 faculty enrolled • Enrollment percentages ranged from 5-30% Lessons Learned • Unexpected leaves (e.g. medical) do not constitute withdrawal from the program (only retirement or separations)

14. 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 Salaryrate • 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%) • Cap gap payments must be issued on fund sources that do not require percentage of effort reporting. • Cap gap payments up to the covered comp may be paid on 99100A funds but not for the negotiated component. • Summer salary is eligible for a special 403B 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) • 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 addedto continue the correct salary. • 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 2018-19, Cov Comp $100,000, NegInc $10,000, Total UC Salary Rate $110,000; Pay 3/9ths ASC; will work 57 days