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The University’s compensation philosophy includes these principles:
To establish criteria to determine the relative contribution of jobs in a consistent and objective manner.
Pay for Performance
To promote a relationship between pay and performance.
Role of the Supervisor
To understand and communicate the compensation program to their employees.
One of the compensation objectives for the University is to be competitive with the labor market in order to attract, retain and motivate a high quality staff. Accomplishment of this objective involves consideration of the availability of appropriate funding, recruitment and retention and other determinants of the organization’s willingness to pay.
Salary comparisons are made to similar positions in other organizations. Benchmark jobs (UCSD jobs that can serve as market anchor points because they closely resemble jobs performed in other organizations and represent many organizational levels and generally have multiple incumbents) are chosen and job matches in the market are made. This often appears to be straightforward but in reality is often complex because not all organizations use every position in the same manner. Consequently, appropriate job matching based upon responsibilities, not job title, is critical.
UC San Diego Health System participates in and reviews a number of salary surveys to obtain information about salaries paid in the competitive market. Some of the surveys used include: Allied for Health, ASHHRA and Watson Wyatt. The selection of appropriate salary surveys that contain the right mix of organizations, industries and geographic locations is imperative. The determination to use salary data from national, state, regional or local surveys is made based on the type and level of position as well as recruitment data.
Positions are evaluated to determine the relative contribution of jobs in a consistent and objective manner. Currently, the major job evaluation system utilized is classification. Jobs are evaluated by comparing the job documentation to a class specification, and the job is assigned to a class that most closely describes the job characteristics. Additional information regarding the classification process is available here.
One of the principles of the University Compensation Program is to promote a relationship between pay and performance, whenever possible. In support of this principle, the merit program (non-represented employees) is designed to reward employees for meritorious job performance. Merit increases reflect how well an employee performs and are not automatically granted.
Supervisors are responsible for:
Supervisors are involved in communicating the compensation program to their employees. The role of the supervisor encompasses the following:
Official Web Site of the University of California, San Diego.