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STAFF COMPENSATION PROGRAM (“SCP”)
Subject to the appropriation of and allocation to the University by the State of adequate funding for the specific purposes identified for the full period covered by this Agreement, the following economic provisions shall apply:

A. Eligibility
Employees who meet all the requirements listed below for a particular fiscal year are eligible to participate in the SCP subject to the following:

1. Employees in the bargaining unit on January 1 and who continue to be employed in a position included in the URA-AFT bargaining unit beyond the following July 1 shall be eligible to participate in the merit-based portion of SCP pursuant to C.2.a., C.3.a. and C.4.a. below.

2. Employees who were on a leave of absence for more than six months as of January 1 are not eligible to participate in the merit-based portion of the SCP in that fiscal year and, thus, will not be eligible for the next scheduled salary increase pursuant to C.2.a, C.3.a. and C.4.a. below. They will be eligible for the increases in C.2.b., C.3.b. and C.4.b. below.

3. Employees who accepted another position included in the bargaining unit are eligible to participate in the SCP in that fiscal year. Department heads from both the former and current units will collaborate on the performance appraisal and salary recommendations.

4. Employees who report to a new supervisor within a particular fiscal year are eligible for the SCP in that fiscal year. The new supervisor is responsible for discussing and collaborating with the former supervisor or department head, if available, to complete the evaluation and to make a salary recommendation.

5. Employees who retire after being evaluated, but are still on the University payroll on the date any SCP increase is paid, are eligible to receive any increase they have been awarded. Employees who announce their intent to retire must still be evaluated and considered for a salary increase under the SCP.

6. Employees who are temporarily red-circled as the result of a no-fault downgrade and are not eligible for SCP salary increases must still be evaluated. They are eligible for consideration for a bonus as described below.

B. SCP Procedure

1. Performance Evaluation Process:
a. Evaluations for all employees will be completed by April 30 of each fiscal year. The performance evaluation form is Appendix F of this Agreement. At the time of completion of the performance evaluation, the standards for the next year’s evaluation process will be set by employee’s supervisor and discussed with the employee.

b. Employees will be evaluated against the performance standards established during the previous evaluation process and any additions or modifications that have been communicated to the employee during the year.

c. Supervisors will notify employees of their performance evaluation ratings by May 15 of each year and will provide employees an opportunity to comment in writing by June 1. Comments shall be attached to the appraisal.

2. Performance Rating Categories

The two rating categories are:
a. Meets Standards--This rating encompasses a wide range of performance from the employee satisfactorily meeting job expectations to making exceptional contributions in advancing the objectives of their departments and/or the university.

b. Does Not Meet Standards--Employees who do not satisfactorily meet job expectations and overall do not consistently perform their assigned responsibilities adequately will be given this rating. Employees who receive this rating will be provided specific guidelines on how to improve performance and will be re-evaluated again by October 15 of that year.

C. Size of Salary Increase
In each year of the SCP the aggregate bargaining unit salary increases (including bonuses, if appropriate) shall be awarded in the amount of the percentages set forth in C. 1, C. 2, C. 3 and C. 4 below. The minimum and maximum salary for each salary grade shall be increased each year by the percentages set forth in C.1., C.2.b., C.3.b. and C.4.b. below. However, the awarding of a salary increase under the SCP shall not result in a salary that exceeds the maximum salary for the employee’s salary grade. Employees whose proposed salary increase would put them above the maximum salary for his/her salary grade shall receive a one–time bonus for the amount of a proposed increase that exceeds the maximum salary for the grade. Salary increases and bonuses, if any, for grant-funded employees shall be borne by, and shall be subject to the availability of funds for this purpose, the grant that supports the employee.

1. Fiscal Year 2007-2008:
Eligible employees shall receive a salary increase in the amount of 4.5% effective July 1, 2007.

2. Fiscal Year 2008-2009
a. A salary pool of 4% of the URA-AFT salary base as of March 1, 2008 for eligible bargaining unit employees shall be available for merit- based salary increases pursuant to this SCP effective July 1, 2008. Employees who are rated as “meet standards” shall receive an increase to base salary of no less than 1% and no more than 8%.

b. In addition to the above increases, eligible employees shall receive a salary increase in the amount of 1% effective July 1, 2008.

3. Fiscal Year 2009-2010
a. A salary pool of 3.5% of the URA-AFT salary base as of March 1, 2009 for eligible bargaining unit employees shall be available for merit- based salary increases pursuant to this SCP effective July 1, 2009. Employees who are rated as “meet standards” shall receive an increase to base salary of no less than 1% and no more than 7%.

b. In addition to the above increases, eligible employees shall receive a salary increase in the amount of 1.5% effective July 1, 2009.

4. Fiscal Year 2010-2011
a. A salary pool of 2% of the URA-AFT salary base as of March 1, 2010 for eligible bargaining unit employees shall be available for merit- based salary increases pursuant to this SCP effective July 1, 2010. Employees who are rated as “meet standards” shall receive an increase to base salary of no less than 1% and no more than 6%.

b. In addition to the above increases, eligible employees shall receive a salary increase in the amount of 2% effective July 1, 2010.

D. Special Circumstances
Salary increases granted to certain employees in the categories identified below pursuant to this SCP will be implemented as follows:

1. Eligible ten-month or part-time staff salary increases will be based on their prorated salary.

2. For extension service employees who are partially paid by a county, increases will be based upon their full salary, including the county portion.

3. For employees currently in an acting assignment, salary increases will be based on the pre- acting salary and then the acting rate will be recomputed.

E. Appeal Process
1. Employees who claim that SCP procedures were not followed, that there was a demonstrable factual inconsistency in the employee’s evaluation, or that they were not evaluated according to the performance standards for their job, may seek review only as described below, which shall be the sole and exclusive remedy and appeal for such claim. The judgment that forms the basis of whether an employee is evaluated as “meets standards” or “does not meet standards” and the size of a salary increase pursuant to the SCP shall be at the sole and exclusive discretion of the University and not subject to the above appeal process.

2. The employee may initiate a review within 30 days of receipt of the salary notification letter from University Human Resources or notification by the department where there is no salary change. The employee must inform his or her immediate supervisor in writing on a SCP Review Request Form available from University Human Resources of the claim that procedures have not have been followed, that there was a demonstrable factual inconsistency in the employee’s evaluation, or that he/she was not evaluated according to the performance standards for the job. The supervisor must provide a written response to the employee within 30 days of receipt of the employee’s completed Review Request Form.

3. If the employee is not satisfied with the supervisor’s written response, the employee may, within 30 days of receipt of the supervisor’s written response, request in writing a review of the matter by the dean, director or department head who shall meet with the employee and provide a written response within 30 days of receiving the request for review.

4. If the employee is not satisfied with the written response by the dean, director or department head, he or she may within 30 days request in writing a review of the matter by the Vice President or Provost (or designee) for the employee’s area who will provide a written response within 30 days of receiving the request for review. In all cases, the decision of the Vice President or Provost is final.

5. At each level, the employee shall provide a copy of all prior requests for review and prior written responses.