UC Davis Salary Program for Policy-Covered Staff 2022

UCOP has not announced a decision on a salary program for this year, 2023. 
Information about last year's general salary increase for non-represented staff is contained below for historic background information. Once information becomes available about a salary increase in 2023, typically by late Spring, HR will communicate the details broadly. 

In 2022, UC Davis recognized policy-covered (non-represented) staff for their dedication and commitment to UC Davis and UC Davis Health with a general salary increase of 4.5% for eligible employees. 

UC President Michael Drake has confirmed the decision to proceed with a 2022 general salary increase program for policy-covered staff (i.e., staff not represented by a collective bargaining unit) at all locations.

Effective Dates and Planned Pay Dates in 2022
Eligible, policy-covered staff will receive a 4.5% increase to their base salary, effective:

  • Bi-weekly Paid Employees: Increase effective June 26 and planned to appear on July 20, 2022 paycheck.
  • Monthly Paid Employees: Increase effective July 1 and planned to appear on August 1, 2022 paycheck.


UC's salary increase program was contingent upon an allocation increase from the state for the FY23 budget. While a change to salary increases is not anticipated, if the current budget expectations are altered, we will provide an updated salary program announcement.

Eligibility for 2022 Salary Increase

  • Career Employees
    • Professional and Support Staff (PSS) and Manager and Senior Support Staff (MSP) hired on or before January 3, 2022
  • Completed Performance Appraisal for 2021-22 with a rating of ‘Fully Achieved Expectations’ or better.
    • Non-represented employee performance appraisals are due on June 10, 2022. Salary increases for employees with late performance appraisals are processed retroactively and will be delayed.
    • Supervisors should review the Performance WorkCenter in UCPath to validate that appraisals are complete in the system by June 10.
    • For an appraisal to be complete in the system, employees must “acknowledge” the appraisal. Supervisors should always meet with the employee to review their performance appraisal.  Should a circumstance occur where an employee is not available to acknowledge their performance appraisal, supervisors can select to override. This should be done in consultation with the employee, and as necessary, in consultation with Employee and Labor Relations.
  • Probationary, non-represented employees must have successfully completed their probationary period by July 2.
    • This requires manager completion of the ‘Probation Final Evaluation’ in ePerformance.
  • Transfer Employees
    • Employees who transfer from another University of California location; or internally from representative to policy covered position; and were career, non probationary as of Jan 3, 2022; may be eligible at UC Davis and UC Davis Health providing there was no break in service between appointments and transfer occurs by June 30, 2022.
  • Employees on Leave of Absence
    • Employees on a Leave of Absence at the time the salary increase is paid will receive their increase upon their return to active status, and retroactive to effective date.
  • Lump sum payment for employees at or near salary range maximum
    • PPSM 30 requires that "an individual salary shall be within the salary range that is assigned to the position." Individuals who are at or near the range maximum will be eligible for an increase up to the range maximum with any equivalent portion in excess of maximum given as a lump sum payment that does not add to base salary. Not applicable to employees who received formal notification of red-circling.

Ineligible Employees

  • Represented Employees who are subject to the collective bargaining process, which includes job titles that have been accreted into bargaining units or recently organized by unions.
  • Contract, Floater, Per Diem and Limited Term Employees
  • Employees rated as "Needs Improvement" or "Unsatisfactory"  on their most recent performance evaluation


  • Why are represented employees not included?
  • Staff employees who are represented by our various unions are excluded as their wages are governed by collective bargaining unit agreements.
  • Why is this year’s salary program not a merit program?
  • We want to recognize the extraordinary efforts by all of our policy-covered employees by providing a general increase.
  • Why is an annual performance review required to receive the general increase?
  • Non-represented staff must have a completed 2021-22 performance appraisal and receive a rating of ‘Fully Achieved Expectations’ or better to receive the salary increase.

    Performance reviews are an essential component of the employee experience and allow managers and supervisors to engage with their employee to review performance, set goals, have career development conversations, and receive feedback.
  • What if someone doesn’t have their 2021-22 performance completed by June 10, 2022?
  • The salary increase is subject to successful completion of the 2021-22 performance appraisal.

    An employee’s salary increase cannot be applied until their performance appraisal is completed.

    When a performance appraisal is completed after June 10, the salary increase will usually be processed within two months after submission. Managers and supervisors should advise their leaders if they anticipate not meeting the June 10 completion date.

2022 Career Tracks Salary Range Increases

The general salary increase of 4.5% is being implemented at the same time as increases to the  Career Tracks salary ranges.

Very few non-represented staff will fall outside of the 2022 Career Tracks Salary Ranges and UC policy states that “an employee’s salary must be within the salary range that is aligned to the job title based on the associated job’s duties and responsibilities.”

Implementing 2022 Career Tracks Salary Ranges:
  • Varied adjustments to MINIMUMS of salary ranges (3-7%):
    1. 4.5% general salary increase applied to base salary
    2. 2022 Career Tracks Salary Range increase applied to range minimum
    3. Where employee is below range minimum, employee base salary is increased to minimum


  • Three percent (3%) adjustment to MAXIMUMS of salary ranges:
    1. 2022 Career Tracks Salary Range increase applied to range maximum
    2. 4.5% general salary increase applied to base salary
    3. Where an employee base salary exceeds range maximum, general increase is reduced so employee base salary equals range maximum.  Remaining amount paid out as lump sum, excepting specific circumstances


For further information, please contact:

Davis Campus
Maria Lucia Gonzalez
Manager, Compensation Services

UC Davis Health
Brian Linhardt
Manager, Compensation Services