• Career and Partial Year Career Employees
  • Professional and Support Staff (PSS) and Manager and Senior Support Staff (MSP) hired on or before Dec. 31, 2022, and active or on approved leave at the time of payout.
• Completed Performance Appraisal for 2022-23 with a rating of ‘Fully Achieved Expectations’ or better.
  • Non-represented employee performance appraisals are due on June 9, 2023. 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 9.
  • 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 June 30, 2023.
  • This requires manager completion of the ‘Probation Final Evaluation’ in ePerformance.
• Interlocation Transfers (employees who transfer from another University of California location to UC Davis) must meet the following criteria to be eligible for the 2023 salary increase:
  • Hired in a staff, career or partial year career position with UC by December 31, 2022
  • Appointed in a policy-covered position by April 30, 2023
  • Has probationary status end date on or before June 30, 2023
  • Transfer to UC Davis / Health, with no break in service, occurs by:
    • Bi-weekly Paid - June 25, 2023
    • Monthly Paid - July 1, 2023
• Transfer of Represented to Policy-Covered Position employees who internally transfer (within UC Davis) must meet the following criteria to be eligible for the 2023 salary increase:
  • Hired in a staff, career or partial year career position with UC by December 31, 2022
  • Appointed in a policy-covered position by April 30, 2023
  • Has probationary status end date on or before June 30, 2023
• Employees on Leave of Absence
  • Career/Partial Year Career 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, including 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