Helping employees maximize their potential




Here you will find information concerning salaries and compensation.

Equity Increase & Equity Reviews

An equity increase is a permanent increase to the base salary 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. For more information, please visit the Equity Increase & Equity review webpage.

Other Compensation Actions
Local guidance on Personnel Policies for Staff Members (PPSM) 30: Compensation is to ensure the campus community is aware of local guidance on compensation matters including: Definition of Terms, Nondiscrimination in Employment, Performance Management, Correction Action, Conflict of Interest and more.

Overtime is time worked that exceeds the hours of a full-time non-exempt employee's regular daily schedule on pay status or exceeds 40 hours on pay status in a workweek. Pay status includes time worked and paid leave such as sick leave, vacation leave, holidays, military leave, compensatory time off, and administrative leave with pay. For more information, please visit the Overtime (Straight Time & Premium Rates) webpage.

UC’s compensation philosophy is to be competitive while attracting talent who want to be part of university’s educational, research and public service missions and enjoy the security of UC employment. UCR's compensation philosophy supports this strategy to be competitive in the local market. For more information, please visit the Compensation Philosophy webpage.
Staff Appreciation & Recognition Plan

Policy-covered career PSS employees and MSP employees, as well as exclusively represented employees in the Clerical unit (CX) are eligible for a recognition award under the Staff Appreciation and Recognition Plan if, at the time of the award, they:

  • Have successfully completed their probationary period, if applicable;
  • Are on active pay status or on an approved unpaid leave;
  • Earn an annualized base salary of $175,000 or less as of July 1 of the plan year; and,
  • Received a "Successfully Meets Performance Expectations" or better overall rating on their most recent annual performance evaluation (PPSM 23 and the collective bargaining agreement between UC and the Teamsters requires that written performance evaluations be completed annually). Employees who have not yet received an annual performance evaluation may be eligible for an award if their manager confirms on the nomination form that they are "successfully meeting performance expectations."

The following types of appointments are eligible to participate in STAR at UC Riverside, provided that they meet the above requirements:

  • Career
  • Contract
  • Per diem
  • Limited
  • Casual restricted

For more information review the current Staff Appreciation & Recognition Plan and the Staff Appreciation and Recognition (STAR) Plan Nomination Form.

Non-Cash Employee Recognition Awards

Policy-covered and represented employees (including career, contract, per diem, limited and casual restricted appointments) may be provided non-cash awards in recognition of noteworthy work-related accomplishments. Non-cash employee recognition awards are meant to be occasional and therefore must be presented to an employee on an infrequent basis. An employee should not receive more than three such awards in a calendar year. Such awards must be presented on a basis that does not favor highly compensated employees. Examples include: 

  • Gift card/gift certificate up to $75
  • One-month parking permit up to $270
  • One-month transit pass up to $270

These awards are governed by University Policy BFB-G-41 Employee Non-Cash Awards and Other Gifts and are allowable under IRS regulations as non-taxable "de minimis" gifts if provided within the policy restrictions and limitations. 

Senior Management Group
Positions designated as Senior Management provide leadership requiring the exercise of a high degree of independent judgment in the development of University wide or campus wide policy and program direction and accountability for long-term results. The Senior Management Group webpage contains information about the policies and programs governing the terms and conditions of employment for staff members who hold senior management positions.