Classification & Compensation

• JDOnline – Online repository of classified job descriptions. This is also a tool used to draft/edit/create job descriptions for positions.  
• STAR Awards Information and Guidelines 
• Administrative Stipend Request Guidelines 

Administrative Stipend Request Workflow

Completing an administrative stipend request requires collaboration between the Unit Head and the business office. To understand the full process timeline, please refer to the Administrative Stipend Request Workflow visual.

• PPSM 30: Compensation 
• PPSM 36: Classification of Positions 
• Compensation and Classification Blink Page 
• Total Compensation 
• Career Tracks 

Above Midpoint Salary: A salary rate that is above the midpoint of the salary range for a particular payroll title.  

(Administrative) Stipends: Temporary additional pay, that is not part of an employee’s base pay, in recognition of an assignment of higher-level duties, and/or duties of significantly larger scope and/or impact, that are not a part of an employee’s current scope of duties. 

Career Tracks: Organizes job titles into occupation-specific groupings called families (e.g., Information Technology, Finance, Student Services). Within each family are more specific groupings, called functions, which contain different levels of responsibility and scope. These groupings consist of standardized titles. Each title has a generic description of the work typically performed. 

Classification: Classification is a systematic process of evaluating the duties, responsibilities, scope, and complexity of a position description to determine the payroll title and job family that most appropriately aligns with the job’s specifications and standards.

Classification/Compensation Unit: The Compensation and Classification is a department within Central HR that provide services in compensation change requests, classification/reclassification, salary programs and wage implementations and Labor Relation analysis and support.  

Demotion: The change of an employee from one position to another position which has a lower salary range maximum. 

Equity Increase: An equity increase is a permanent increase to an employee’s base pay that may be granted to an employee under certain circumstances, such as increased duties that do not warrant a reclassification or a significant salary lag to comparable internal positions or the local labor market.

Equity Module: Tool to rpocess an equity increase.

Higher Education Employer-Employee Relations Act (HEERA): HEERA is an integrated personnel system addressing employment rights, benefits and conditions for employees designated as "management" or "supervisory" level employee under HEERA

• HEERA-Designated Manager: HEERA defines a “management” employee as: “having significant responsibility for formulating or administering policies and programs and having discretion in the performance of their jobs beyond merely conforming to policy.”  At the University of California, HEERA-designation requires management and/or supervision of 2.0 or more career/contract FTE. 
   
• HEERA-Designated Supervisor: HEERA defines a “supervisory” employee as: “having authority, in the interest of the employer to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees…” At the University of California, HEERA-designation requires management and/or supervision of 2.0 or more career/contract FTE. 

JDOnline: An internal UC library/database that houses all published job descriptions.  

Job Description: The job description documents essential job functions, skills, knowledge, abilities and other characteristics needed for satisfactory performance of the job.  

KSA’s: An acronym for Knowledge, Skills and Abilities, which is a list of special qualifications and personal attributes needed for a particular position. 

Manager and Senior Professionals (MSP): Employees in the MSP category provides leadership and professional expertise at the highest levels to major university units, programs or fields of work, and are accountable for their areas of responsibility. Positions at this level are responsible for identifying objectives, formulating strategy, directing programs, managing resources, and functioning effectively with a high degree of autonomy. 

Percent Effort: An approximate proportion of time spent on a particular duty/task in relation to the overall scope of duties, and is expressed as a percentage. 

Professional and Support Staff (PSS): Employees in the category of Professional and Support Staff (PSS) provide administrative, professional, technical, and operational support through independent judgment, analytical skill, and professional technique expertise, or are responsible for providing clerical, administrative, technical, service, and maintenance support for university departments, programs, and fields of study.  

Reclassification:  A reclassification is the assignment of a new payroll title and/or salary grade (and in rare instances, a job family) to an existing position, based on an evaluation of the duties, responsibilities, scope, impact, and minimum qualifications of the position.

• Lateral Reclassification: The movement of an employee's current position to a different class having the same salary range maximum. 

• Upward Reclassification: An upward reclassification assigns an employee's current position to a new payroll title with a higher salary range maximum, based on a change in duties.

Salary Grade: A pay level within a salary structure assigned to a group of jobs of the same or similar value. 

Salary Range: The range of pay from minimum to maximum established for a salary grade or job. 

Staff Appreciation & Recognition (STAR) Awards: STAR Awards are discretionary bonuses that recognize, acknowledge and reward employees for exceptional performance related to, and supportive of, individual, departmental, divisional and/or organizational goals and objectives.

Total Compensation: Information about the components and value of the total compensation package.