CINXE.COM

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menu-link-overview"><a href="/employee-labor-relations" class="expanded menu-fields-menu-link" aria-label="Overview of Employee &amp; Labor Relations">Overview</a></li> <li class="first collapsed menu-link-employee-relations---policies"><a href="/policies">Employee Relations / Policies</a></li> <li class="collapsed menu-link-labor-relations"><a href="/labor">Labor Relations</a></li> <li class="leaf menu-link-elr-templates"><a href="/employee-labor-relations/elr-templates">ELR Templates</a></li> <li class="last leaf menu-link-contact-elr"><a href="/employee-labor-relations/contact-elr">Contact ELR</a></li> </ul> </div> </div> </div> </div> </li> </li></ul></li> <li class="expanded menu-fields-menu-link dropdown menu-link-grow-"><a href="/grow" title="" class="expanded menu-fields-menu-link dropdown-toggle" data-toggle="dropdown" data-target="#">Grow <span class="fa fa-caret-down"></span></a><ul class="dropdown-menu"><li class="collapsed"> <li class="openberkeley-megamenu-wrapper"> <div class="entity entity-menu-fields menu-fields-main-menu openberkeley-megamenu clearfix"> <div class="container-fluid"> <div class="row"> <div class="col-md-7 hidden-xs hidden-sm openberkeley-megamenu-content-column"> <div class="field field-name-field-featured-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even"><img class="openberkeley-megamenu" src="https://hr.berkeley.edu/sites/default/files/styles/openberkeley_megamenu/public/pod-blue-square_mega.jpg?itok=D5gwcSok&timestamp=1580499342" width="308" height="205" alt="People & Organization Development logo" /></div></div></div> <div class="field field-name-field-openberkeley-megamenu-body field-type-text-long field-label-hidden"><div class="field-items"><div class="field-item even"><p>Here at UC Berkeley, we value your growth and development throughout your career journey. Our focus on the People & Organization Development Team is to ensure that we are giving you the growth and development opportunities at the #1 public university in the world.</p></div></div></div> </div> <div class="col-md-5 openberkeley-megamenu-links-column"> <ul class="menu nav"><li class="expanded menu-fields-menu-link menu-link-overview"><a href="/grow" title="" class="expanded menu-fields-menu-link" aria-label="Overview of Grow">Overview</a></li> <li class="first leaf menu-link-grow-your-belonging"><a href="/grow/grow-your-belonging">Grow Your Belonging</a></li> <li class="collapsed menu-link-grow-your-career"><a href="/grow/grow-your-career">Grow Your Career</a></li> <li class="collapsed menu-link-grow-your-community"><a href="/grow/grow-your-community-wisdom-cafe">Grow Your Community</a></li> <li class="leaf menu-link-grow-your-engagement"><a href="/grow/grow-your-engagement">Grow Your Engagement</a></li> <li class="collapsed menu-link-grow-your-impact"><a href="/grow/grow-your-impact-organizational-consulting-facilitation">Grow Your Impact</a></li> <li class="collapsed menu-link-grow-your-journey"><a href="/grow/grow-your-journey">Grow Your Journey</a></li> <li class="collapsed menu-link-grow-your-resources"><a href="/grow/grow-your-resources">Grow Your Resources</a></li> <li class="collapsed menu-link-grow-your-skills"><a href="/grow/grow-your-skills">Grow Your Skills</a></li> <li class="last leaf menu-link-contact-us"><a href="/grow/contact-us">Contact Us</a></li> </ul> </div> </div> </div> </div> </li> </li></ul></li> <li class="expanded menu-fields-menu-link dropdown menu-link-achieve-"><a href="/performance" title="" class="expanded menu-fields-menu-link dropdown-toggle" data-toggle="dropdown" data-target="#">Achieve <span class="fa fa-caret-down"></span></a><ul class="dropdown-menu"><li class="collapsed"> <li class="openberkeley-megamenu-wrapper"> <div class="entity entity-menu-fields menu-fields-main-menu openberkeley-megamenu clearfix"> <div class="container-fluid"> <div class="row"> <div class="col-md-7 hidden-xs hidden-sm openberkeley-megamenu-content-column"> <div class="field field-name-field-featured-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even"><img class="openberkeley-megamenu" src="https://hr.berkeley.edu/sites/default/files/styles/openberkeley_megamenu/public/top.jpeg?itok=N0HmLz83&timestamp=1474929876" width="308" height="205" alt="Achieve" /></div></div></div> <div class="field field-name-field-openberkeley-megamenu-body field-type-text-long field-label-hidden"><div class="field-items"><div class="field-item even"><p><strong>Achieve</strong></p><p>This area cover the performance management review program 'Achieve Together' and Core Competency ABC's.</p></div></div></div> </div> <div class="col-md-5 openberkeley-megamenu-links-column"> <ul class="menu nav"><li class="expanded menu-fields-menu-link menu-link-overview"><a href="/performance" title="" class="expanded menu-fields-menu-link" aria-label="Overview of Achieve">Overview</a></li> <li class="first collapsed menu-link-achieve-together"><a href="/achieve/achieve-together">Achieve Together</a></li> <li class="leaf menu-link-focused-90°"><a href="/achieve/focused-90%C2%B0">Focused 90°</a></li> <li class="leaf menu-link-uc-experience-conversations"><a href="/achieve/uc-experience-conversations">UC Experience Conversations</a></li> <li class="last leaf menu-link-contact-us"><a href="/achieve/contact-us">Contact Us</a></li> </ul> </div> </div> </div> </div> </li> </li></ul></li> <li class="expanded menu-fields-menu-link dropdown menu-link-talent-acquisition-"><a href="/talent-acquisition" title="" class="expanded menu-fields-menu-link dropdown-toggle" data-toggle="dropdown" data-target="#">Talent Acquisition <span class="fa fa-caret-down"></span></a><ul class="dropdown-menu"><li class="collapsed"> <li class="openberkeley-megamenu-wrapper"> <div class="entity entity-menu-fields menu-fields-main-menu openberkeley-megamenu clearfix"> <div class="container-fluid"> <div class="row"> <div class="col-md-7 hidden-xs hidden-sm openberkeley-megamenu-content-column"> <div class="field field-name-field-featured-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even"><img class="openberkeley-megamenu" src="https://hr.berkeley.edu/sites/default/files/styles/openberkeley_megamenu/public/pic_2.jpg?itok=XwtUSt0b&timestamp=1577995128" width="308" height="205" alt="Talent Acquisition photo" /></div></div></div> <div class="field field-name-field-openberkeley-megamenu-body field-type-text-long field-label-hidden"><div class="field-items"><div class="field-item even"><p dir="ltr"><span>Welcome to Talent Acquisition, featuring Berkeley Executive Search! UC Berkeley is committed to hiring a talented workforce through recruitment practices that reflect our Principles of Community.</span></p></div></div></div> </div> <div class="col-md-5 openberkeley-megamenu-links-column"> <ul class="menu nav"><li class="expanded menu-fields-menu-link menu-link-overview"><a href="/talent-acquisition" title="" class="expanded menu-fields-menu-link" aria-label="Overview of Talent Acquisition">Overview</a></li> <li class="first collapsed menu-link-executive-search"><a href="/BES" title="Learn about our internal executive recruitment team that researches and recruits senior-level talent for various areas and roles.">Executive Search</a></li> <li class="leaf menu-link-staff-hiring-resources"><a href="/talent-acquisition/staff-hiring-resources" title="See a helpful guide to all the steps in our recruitment process for all staff positions.">Staff Hiring Resources</a></li> <li class="leaf menu-link-diversity-in-hiring"><a href="/talent-acquisition/diversity-hiring" title="Find in-depth information about Berkeley's strategy for equity, inclusion, and diversity in the workplace.">Diversity in Hiring</a></li> <li class="leaf menu-link-compensation-benefits--relocation"><a href="/talent-acquisition/compensation-benefits-relocation" title="Read more about our benefits and unique opportunities for UC Berkeley employees.">Compensation, Benefits, & Relocation</a></li> <li class="leaf menu-link-apply-now"><a href="https://jobs.berkeley.edu/" title="Explore careers, learn how to apply, and read about our Operating Principles and workplace culture at UC Berkeley." rel="noreferrer">Apply Now</a></li> <li class="leaf menu-link-just-hired"><a href="https://regionalservices.berkeley.edu/central-services/onboarding-newly-hired-berkeley-employees/starting-new-job-uc-berkeley" title="Welcome to UC Berkeley! Information to help you get ready for your new job." rel="noreferrer">Just Hired?</a></li> <li class="collapsed menu-link-transition-services"><a href="/talent-acquisition/transition-services-program" title="Transition Services is an award-winning program provided by Berkeley People & Culture that supports staff career transition. Professional development includes learning how to change jobs successfully and how to create an active career path. Whether an individual decision, or an unexpected layoff, managing this change can create opportunity.">Transition Services</a></li> <li class="leaf menu-link-udar-careers"><a href="/talent-acquisition/udar-careers-0">UDAR Careers</a></li> <li class="last leaf menu-link-contact-us"><a href="/talent-acquisition/contact-us" title="Meet our Talent Acquisition Team who support staff hiring and recruitment needs across campus.">Contact Us</a></li> </ul> </div> </div> </div> </div> </li> </li></ul></li> <li class="last leaf menu-link-ucpath"><a href="https://ucpath.berkeley.edu" title="" rel="noreferrer">UCPath</a></li> </ul> </div> <div id="secondary-nav"> <div class="container"> <div class="secondary-nav-quick-links-wrapper"> <h2 class="visible-xs visible-sm">Secondary navigation</h2> <ul id="secondary-menu" class="menu nav navbar-nav navbar-right"> <li class="first leaf menu-link-employees"><a href="/employees" title="">Employees</a></li> <li class="leaf menu-link-managers"><a href="/managers" title="">Managers</a></li> <li class="leaf menu-link-council-hr-leaders"><a href="/council-hr-leaders" title="">Council HR Leaders</a></li> <li class="leaf menu-link-events"><a href="http://events.berkeley.edu/index.php/calendar/sn/hr.html" title="Calendar and Events" rel="noreferrer">Events</a></li> <li class="leaf menu-link-forms"><a href="/hr-network/forms-letters" title="Our most popular forms!">Forms</a></li> <li class="last leaf menu-link-about-us"><a href="/about" title="">About Us</a></li> </ul> </div> </div> </div> </nav> </div> </div>  </header> <div id="main-wrapper" class="main-wrapper "> <nav id="pre-content" class="container" aria-label="Breadcrumbs"> <div class="row"> <div class="col-md-12"> <div id="breadcrumb" class="visible-desktop"> <div class="item-list"><ul class="breadcrumb"><li class="first"><a href="/home">Home</a></li> <li><a href="/compensation-benefits" title="">Comp & Benefits</a></li> <li><a href="/compensation-benefits/compensation">Compensation</a></li> <li><a href="/comp-benefits/compensation/salary-and-pay">Salary and Pay</a></li> <li class="last">Non-Represented</li> </ul></div> </div> </div> </div> </nav>  <div id="main" role="main" tabIndex="-1"> <div id="title-pre-content" class="container"> <div class="row"> <div class="col-md-12"> <div class="page-title"> <div class="container"> <h1 class="title">Non-Represented</h1> </div> </div> <div id="page-header"> </div> </div> </div> </div>  <div id="main-content" class="container"> <div id="content" class="col-md-9 col-md-push-3"> <div class="main"> <div id="main-inner"> <div class="region region-content"> <div class="panel-display boxton clearfix radix-boxton" id="page-page"> <div class="container-fluid"> <div class="row"> <div class="col-md-12 radix-layouts-content panel-panel"> <div class="panel-panel-inner"> <div class="panel-pane pane-node-content" > <div class="pane-content"> <article class="node node-openberkeley-content-page node-view--full clearfix"> <div class="content"> <div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even"><p>Establishing a salary for a new employee or deciding to give a promotional increase requires careful consideration. In both cases, you should determine how the employee's prior experience, knowledge, and skills compare with other employees already performing the same job. Below is additional information related to; salary ranges, salary setting, salary placement guidelines, and more. Each position has a specific salary grade assigned. The Berkeley campus has Salary Grades 15 through 30 with each grade having a unique salary range (minimum, mid-point, and maximum). The Salary Placement Guidelines below are intended to provide managers with the framework they need to establish and maintain fair and equitable salaries within their units.</p> <p dir="ltr">To find salary rates for specific titles (both grade-based and step-based), use the Job Code Lookup (JCL) Web Inquiry tool.</p> <p dir="ltr">The UC system-wide Job Code Lookup (JCL) can be used to view up-to-date information and rates for all UC title codes, both academic and non-academic, represented and unrepresented.</p> <p dir="ltr">Instructions for Use:</p> <ol> <li> <p dir="ltr">Click on <a href="https://tcs.ucop.edu/home" rel="noreferrer">Job Code Lookup (JCL)</a>.</p> </li> <li> <p dir="ltr">Click on "Non-Academic" Titles.</p> </li> <li> <p dir="ltr">Type in one or more search criteria on the "Search Form" page and click "Search" at the bottom of the page.</p> </li> <li> <p dir="ltr">On the "Search Results" page, click on the title code that you want to open up and view rates for.</p> </li> </ol> <p dir="ltr"><strong><a href="https://hr.berkeley.edu/sites/default/files/accessing_average_salary_datav2.pdf">Accessing Average Salary Data</a></strong><br><a href="https://docs.google.com/spreadsheets/d/1F7n9HyV7yGAZFztUV18JgbZnGyAqb44YmA4YSNj5D-Y/edit?usp=sharing" rel="noreferrer"><strong>Job Family and Function Report</strong></a></p> <div id="openberkeley-expand-all"><a class="openberkeley-collapsible-collapse" href="#openberkeley-expand-all">collapse all</a> <a class="openberkeley-collapsible-expand" href="#openberkeley-expand-all">expand all</a></div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller">Salary Ranges (MSP/PSS)</h2> <div class="openberkeley-collapsible-target"> <p dir="ltr"><a href="https://hr.berkeley.edu/sites/default/files/bkcmp_grade_changes_july_2024.xlsx"><strong><span><span>Grade Change List July 1, 2024</span></span></strong></a></p> <p dir="ltr"><a href="https://hr.berkeley.edu/sites/default/files/grade_change_list_july_2023.xlsx"><strong><span>Grade Change List July 1, 202</span>3</strong></a></p> <p dir="ltr"><a href="https://hr.berkeley.edu/sites/default/files/july_2022_grade_changes.xlsx"><strong>Grade Change List July 1, 2022</strong></a></p> <p dir="ltr"><a href="https://hr.berkeley.edu/sites/default/files/july_2021_ppsm_titles_salary_grade_changes-1.xlsx" rel="noreferrer"><strong>Grade Change List July 1, 2021</strong></a></p> <p dir="ltr"><strong><a href="https://hr.berkeley.edu/sites/default/files/berkeley_grade_changes_07_01_2020.xlsx" rel="noreferrer">Grade Change List July 1, 2020</a></strong></p> <p dir="ltr"><span><strong><a href="https://hr.berkeley.edu/sites/default/files/grade_change_list_july_1_2019.xlsx">Grade Change List July 1, 2019</a></strong><br><br>Non-Represented Staff:</span></p> <h2><span><span>Career Tracks Salary Structure Effective July 1, 2024<br></span></span></h2> <table><colgroup><col><col><col><col></colgroup> <tbody> <tr> <td width="57">Grade</td> <td width="84">Minimum</td> <td width="84">1st Quartile</td> <td width="81">Midpoint</td> <td width="81">3rd Quartile</td> <td width="84">Maximum</td> </tr> <tr> <td width="57">31</td> <td width="84">$218,100</td> <td width="84">$276,800</td> <td>$335,500</td> <td>$394,200</td> <td width="84">$452,900</td> </tr> <tr> <td>30</td> <td width="84">$192,800</td> <td width="84">$243,600</td> <td>$294,400</td> <td>$345,200</td> <td width="84">$396,000</td> </tr> <tr> <td>29</td> <td width="84">$171,000</td> <td width="84">$214,650</td> <td>$258,300</td> <td>$301,950</td> <td width="84">$345,600</td> </tr> <tr> <td>28</td> <td width="84">$151,400</td> <td width="84">$189,000</td> <td>$226,600</td> <td>$264,200</td> <td width="84">$301,800</td> </tr> <tr> <td>27</td> <td width="84">$134,200</td> <td width="84">$166,500</td> <td>$198,800</td> <td>$231,100</td> <td width="84">$263,400</td> </tr> <tr> <td>26</td> <td width="84">$121,100</td> <td width="84">$149,300</td> <td>$177,500</td> <td>$205,700</td> <td width="84">$233,900</td> </tr> <tr> <td>25</td> <td width="84">$109,200</td> <td width="84">$133,850</td> <td>$158,500</td> <td>$183,150</td> <td width="84">$207,800</td> </tr> <tr> <td>24</td> <td width="84">$98,600</td> <td width="84">$120,050</td> <td>$141,500</td> <td>$162,950</td> <td width="84">$184,400</td> </tr> <tr> <td>23</td> <td width="84">$88,900</td> <td width="84">$107,650</td> <td>$126,400</td> <td>$145,150</td> <td width="84">$163,900</td> </tr> <tr> <td>22</td> <td width="84">$80,400</td> <td width="84">$96,650</td> <td>$112,900</td> <td>$129,150</td> <td width="84">$145,400</td> </tr> <tr> <td>21</td> <td width="84">$72,600</td> <td width="84">$86,700</td> <td>$100,800</td> <td>$114,900</td> <td width="84">$129,000</td> </tr> <tr> <td>20</td> <td width="84">$66,700</td> <td width="84">$79,150</td> <td>$91,600</td> <td>$104,050</td> <td width="84">$116,500</td> </tr> <tr> <td>19</td> <td width="84">$61,200</td> <td width="84">$72,200</td> <td>$83,200</td> <td>$94,200</td> <td width="84">$105,200</td> </tr> <tr> <td>18</td> <td width="84">$56,200</td> <td width="84">$65,900</td> <td>$75,600</td> <td>$85,300</td> <td width="84">$95,000</td> </tr> <tr> <td>17</td> <td width="84">$51,700</td> <td width="84">$60,200</td> <td>$68,700</td> <td>$77,200</td> <td width="84">$85,700</td> </tr> <tr> <td>16</td> <td width="84">$47,400</td> <td width="84">$54,900</td> <td>$62,400</td> <td>$69,900</td> <td width="84">$77,400</td> </tr> <tr> <td>15</td> <td width="84">$43,700</td> <td width="84">$50,250</td> <td>$56,800</td> <td>$63,350</td> <td width="84">$69,900</td> </tr> </tbody> </table> <h2><span><span>Career Tracks Salary Structure Effective July 1, 2023</span></span></h2> <table><colgroup><col><col><col><col><col><col></colgroup> <tbody> <tr> <td>Grade</td> <td>Minimum</td> <td>1st Quartile</td> <td>Midpoint</td> <td>3rd Quartile</td> <td>Maximum</td> </tr> <tr> <td>31</td> <td>$210,700</td> <td>$267,400</td> <td>$324,100</td> <td>$380,800</td> <td>$437,500</td> </tr> <tr> <td>30</td> <td>$186,300</td> <td>$235,350</td> <td>$284,400</td> <td>$333,450</td> <td>$382,500</td> </tr> <tr> <td>29</td> <td>$165,200</td> <td>$207,350</td> <td>$249,500</td> <td>$291,650</td> <td>$333,800</td> </tr> <tr> <td>28</td> <td>$146,200</td> <td>$182,550</td> <td>$218,900</td> <td>$255,250</td> <td>$291,600</td> </tr> <tr> <td>27</td> <td>$129,600</td> <td>$160,800</td> <td>$192,000</td> <td>$223,200</td> <td>$254,400</td> </tr> <tr> <td>26</td> <td>$117,000</td> <td>$144,250</td> <td>$171,500</td> <td>$198,750</td> <td>$226,000</td> </tr> <tr> <td>25</td> <td>$105,500</td> <td>$129,300</td> <td>$153,100</td> <td>$176,900</td> <td>$200,700</td> </tr> <tr> <td>24</td> <td>$95,300</td> <td>$116,000</td> <td>$136,700</td> <td>$157,400</td> <td>$178,100</td> </tr> <tr> <td>23</td> <td>$85,800</td> <td>$103,900</td> <td>$122,000</td> <td>$140,100</td> <td>$158,200</td> </tr> <tr> <td>22</td> <td>$77,600</td> <td>$93,300</td> <td>$109,000</td> <td>$124,700</td> <td>$140,400</td> </tr> <tr> <td>21</td> <td>$70,100</td> <td>$83,750</td> <td>$97,400</td> <td>$111,050</td> <td>$124,700</td> </tr> <tr> <td>20</td> <td>$64,400</td> <td>$76,500</td> <td>$88,600</td> <td>$100,700</td> <td>$112,800</td> </tr> <tr> <td>19</td> <td>$59,100</td> <td>$69,750</td> <td>$80,400</td> <td>$91,050</td> <td>$101,700</td> </tr> <tr> <td>18</td> <td>$54,400</td> <td>$63,750</td> <td>$73,100</td> <td>$82,450</td> <td>$91,800</td> </tr> <tr> <td>17</td> <td>$49,900</td> <td>$58,150</td> <td>$66,400</td> <td>$74,650</td> <td>$82,900</td> </tr> <tr> <td>16</td> <td>$45,700</td> <td>$52,950</td> <td>$60,200</td> <td>$67,450</td> <td>$74,700</td> </tr> <tr> <td>15</td> <td>$42,100</td> <td>$48,450</td> <td>$54,800</td> <td>$61,150</td> <td>$67,500</td> </tr> </tbody> </table> <h2><span>Career Tracks Salary Structure Effective July 1, 2022</span></h2> <table><colgroup><col><col><col><col><col><col></colgroup> <tbody> <tr> <td width="47">Grade</td> <td width="71">Minimum</td> <td width="84">1st Quartile</td> <td width="69">Midpoint</td> <td width="87">3rd Quartile</td> <td width="75">Maximum</td> </tr> <tr> <td width="47">31</td> <td width="71">$202,200</td> <td width="84">$256,650</td> <td width="69">$311,100</td> <td width="87">$365,550</td> <td width="75">$420,000</td> </tr> <tr> <td width="47">30</td> <td width="71">$178,700</td> <td width="84">$225,750</td> <td width="69">$272,800</td> <td width="87">$319,850</td> <td width="75">$366,900</td> </tr> <tr> <td width="47">29</td> <td width="71">$158,400</td> <td width="84">$198,850</td> <td width="69">$239,300</td> <td width="87">$279,750</td> <td width="75">$320,200</td> </tr> <tr> <td width="47">28</td> <td width="71">$140,400</td> <td width="84">$175,150</td> <td width="69">$209,900</td> <td width="87">$244,650</td> <td width="75">$279,400</td> </tr> <tr> <td width="47">27</td> <td width="71">$124,500</td> <td width="84">$154,350</td> <td width="69">$184,200</td> <td width="87">$214,050</td> <td width="75">$243,900</td> </tr> <tr> <td width="47">26</td> <td width="71">$112,100</td> <td width="84">$138,250</td> <td width="69">$164,400</td> <td width="87">$190,550</td> <td width="75">$216,700</td> </tr> <tr> <td width="47">25</td> <td width="71">$101,300</td> <td width="84">$124,050</td> <td width="69">$146,800</td> <td width="87">$169,550</td> <td width="75">$192,300</td> </tr> <tr> <td width="47">24</td> <td width="71">$91,400</td> <td width="84">$111,250</td> <td width="69">$131,100</td> <td width="87">$150,950</td> <td width="75">$170,800</td> </tr> <tr> <td width="47">23</td> <td width="71">$82,400</td> <td width="84">$99,650</td> <td width="69">$116,900</td> <td width="87">$134,150</td> <td width="75">$151,400</td> </tr> <tr> <td width="47">22</td> <td width="71">$74,300</td> <td width="84">$89,350</td> <td width="69">$104,400</td> <td width="87">$119,450</td> <td width="75">$134,500</td> </tr> <tr> <td width="47">21</td> <td width="71">$67,000</td> <td width="84">$80,050</td> <td width="69">$93,100</td> <td width="87">$106,150</td> <td width="75">$119,200</td> </tr> <tr> <td width="47">20</td> <td width="71">$61,600</td> <td width="84">$73,100</td> <td width="69">$84,600</td> <td width="87">$96,100</td> <td width="75">$107,600</td> </tr> <tr> <td width="47">19</td> <td width="71">$56,500</td> <td width="84">$66,700</td> <td width="69">$76,900</td> <td width="87">$87,100</td> <td width="75">$97,300</td> </tr> <tr> <td width="47">18</td> <td width="71">$51,900</td> <td width="84">$60,900</td> <td width="69">$69,900</td> <td width="87">$78,900</td> <td width="75">$87,900</td> </tr> <tr> <td width="47">17</td> <td width="71">$47,800</td> <td width="84">$55,650</td> <td width="69">$63,500</td> <td width="87">$71,350</td> <td width="75">$79,200</td> </tr> <tr> <td width="47">16</td> <td width="71">$43,900</td> <td width="84">$50,800</td> <td width="69">$57,700</td> <td width="87">$64,600</td> <td width="75">$71,500</td> </tr> <tr> <td width="47">15</td> <td width="71">$40,400</td> <td width="84">$46,450</td> <td width="69">$52,500</td> <td width="87">$58,550</td> <td width="75">$64,600</td> </tr> </tbody> </table> <h2><span>Career Tracks Salary Structure Effective July 1, 2021</span></h2> <table><colgroup><col><col><col><col><col><col></colgroup> <tbody> <tr> <td><strong>GRADE</strong></td> <td><strong>MINIMUM</strong></td> <td><strong>1st Quartile</strong></td> <td><strong>MIDPOINT</strong></td> <td><strong>3rd Quartile</strong></td> <td><strong>MAXIMUM</strong></td> </tr> <tr> <td>31</td> <td>$196,000</td> <td>$249,000</td> <td>$302,000</td> <td>$355,000</td> <td>$408,000</td> </tr> <tr> <td>30</td> <td>$155,500</td> <td>$210,200</td> <td>$264,900</td> <td>$319,600</td> <td>$374,300</td> </tr> <tr> <td>29</td> <td>$136,700</td> <td>$184,550</td> <td>$232,400</td> <td>$280,200</td> <td>$328,000</td> </tr> <tr> <td>28</td> <td>$125,800</td> <td>$164,800</td> <td>$203,800</td> <td>$242,800</td> <td>$281,800</td> </tr> <tr> <td>27</td> <td>$113,900</td> <td>$146,400</td> <td>$178,900</td> <td>$211,350</td> <td>$243,800</td> </tr> <tr> <td>26</td> <td>$105,600</td> <td>$132,550</td> <td>$159,500</td> <td>$186,450</td> <td>$213,400</td> </tr> <tr> <td>25</td> <td>$95,900</td> <td>$119,200</td> <td>$142,500</td> <td>$165,750</td> <td>$189,000</td> </tr> <tr> <td>24</td> <td>$86,000</td> <td>$106,650</td> <td>$127,300</td> <td>$147,950</td> <td>$168,600</td> </tr> <tr> <td>23</td> <td>$77,300</td> <td>$95,450</td> <td>$113,600</td> <td>$131,750</td> <td>$149,900</td> </tr> <tr> <td>22</td> <td>$69,200</td> <td>$85,350</td> <td>$101,500</td> <td>$117,600</td> <td>$133,700</td> </tr> <tr> <td>21</td> <td>$62,300</td> <td>$76,500</td> <td>$90,700</td> <td>$104,900</td> <td>$119,100</td> </tr> <tr> <td>20</td> <td>$56,800</td> <td>$69,600</td> <td>$82,400</td> <td>$95,200</td> <td>$108,000</td> </tr> <tr> <td>19</td> <td>$51,700</td> <td>$63,200</td> <td>$74,700</td> <td>$86,200</td> <td>$97,700</td> </tr> <tr> <td>18</td> <td>$47,300</td> <td>$57,600</td> <td>$67,900</td> <td>$78,200</td> <td>$88,500</td> </tr> <tr> <td>17</td> <td>$43,200</td> <td>$52,400</td> <td>$61,600</td> <td>$70,850</td> <td>$80,100</td> </tr> <tr> <td>16</td> <td>$39,400</td> <td>$47,650</td> <td>$55,900</td> <td>$64,200</td> <td>$72,500</td> </tr> <tr> <td>15</td> <td>$36,200</td> <td>$43,600</td> <td>$51,000</td> <td>$58,450</td> <td>$65,900</td> </tr> </tbody> </table> <h2><span>Ranges effective July 1, 2019</span></h2> <table> <tbody> <tr><th>Salary Grade </th><th>Personnel Program </th><th colspan="3" scope="col">Salary Range</th></tr> <tr><th></th><th></th><th>Minimum</th><th>Midpoint</th><th>Maximum</th></tr> <tr> <td>15</td> <td>PSS</td> <td>$<span>35,300</span></td> <td>$<span>49,800</span></td> <td>$<span>64,300</span></td> </tr> <tr> <td>16</td> <td>PSS</td> <td>$<span>38,400</span></td> <td>$<span>54,500</span></td> <td>$<span>70,600</span></td> </tr> <tr> <td>17</td> <td>PSS</td> <td>$<span>42,200</span></td> <td>$<span>60,200</span></td> <td>$<span>78,200</span></td> </tr> <tr> <td>18</td> <td>PSS</td> <td>$<span>46,100</span></td> <td>$<span>66,200</span></td> <td>$<span>86,300</span></td> </tr> <tr> <td>19</td> <td>MSP/PSS</td> <td>$<span>50,400</span></td> <td>$<span>72,800</span></td> <td>$<span>95,200</span></td> </tr> <tr> <td>20</td> <td>MSP/PSS</td> <td>$<span>55,400</span></td> <td>$<span>80,400</span></td> <td>$<span>105,400</span></td> </tr> <tr> <td>21</td> <td>MSP/PSS</td> <td>$<span>60,800</span></td> <td>$<span>88,500</span></td> <td>$<span>116,200</span></td> </tr> <tr> <td>22</td> <td>MSP/PSS</td> <td>$<span>67,500</span></td> <td>$<span>98,900</span></td> <td>$<span>130,300</span></td> </tr> <tr> <td>23</td> <td>MSP/PSS</td> <td>$<span>75,400</span></td> <td>$<span>110,800</span></td> <td>$<span>146,200</span></td> </tr> <tr> <td>24</td> <td>MSP/PSS</td> <td>$<span>83,900</span></td> <td>$<span>124,200</span></td> <td>$<span>164,500</span></td> </tr> <tr> <td>25</td> <td>MSP/PSS</td> <td>$<span>93,600</span></td> <td>$<span>139,000</span></td> <td>$<span>184,400</span></td> </tr> <tr> <td>26</td> <td>MSP</td> <td>$<span>103,000</span></td> <td>$<span>155,600</span></td> <td>$<span>208,200</span></td> </tr> <tr> <td>27</td> <td>MSP</td> <td>$<span>111,100</span></td> <td>$<span>174,500</span></td> <td>$<span>237,900</span></td> </tr> <tr> <td>28</td> <td>MSP</td> <td>$<span>122,700</span></td> <td>$<span>198,800</span></td> <td>$<span>274,900</span></td> </tr> <tr> <td>29</td> <td>MSP</td> <td>$<span>133,400</span></td> <td>$<span>226,700</span></td> <td>$<span>320,000</span></td> </tr> <tr> <td>30</td> <td>MSP</td> <td>$<span>147,700</span></td> <td>$<span>258,400</span></td> <td>$<span>355,900</span></td> </tr> </tbody> </table> <ul> <li> <p dir="ltr"><span><a href="https://hr.berkeley.edu/sites/default/files/fy19_ppsm_grade_changes_effective_july_1_2018_1.xlsx">July 2018 PPSM Grade Changes</a><br></span></p> </li> </ul> <h2><span>Ranges effective July 1, 2017</span></h2> <table> <tbody> <tr><th>Salary Grade </th><th>Personnel Program </th><th colspan="3" scope="col">Salary Range</th></tr> <tr><th></th><th></th><th>Minimum</th><th>Midpoint</th><th>Maximum</th></tr> <tr> <td>15</td> <td>PSS</td> <td><span>$31,200</span></td> <td>$<span>47,300</span></td> <td><span>$63,400</span></td> </tr> <tr> <td>16</td> <td>PSS</td> <td><span>$34,000</span></td> <td><span>$51,800</span></td> <td><span>$69,600</span></td> </tr> <tr> <td>17</td> <td>PSS</td> <td><span>$37,400</span></td> <td><span>$57,000</span></td> <td><span>$76,600</span></td> </tr> <tr> <td>18</td> <td>PSS</td> <td><span>$41,200</span></td> <td><span>$62,800</span></td> <td><span>$84,400</span></td> </tr> <tr> <td>19</td> <td>MSP/PSS</td> <td><span>$45,300</span></td> <td><span>$69,100</span></td> <td><span>$92,900</span></td> </tr> <tr> <td>20</td> <td>MSP/PSS</td> <td><span>$50,100</span></td> <td><span>$76,300</span></td> <td><span>$102,500</span></td> </tr> <tr> <td>21</td> <td>MSP/PSS</td> <td><span>$55,100</span></td> <td><span>$84,000</span></td> <td><span>$112,900</span></td> </tr> <tr> <td>22</td> <td>MSP/PSS</td> <td><span>$61,600</span></td> <td><span>$93,900</span></td> <td><span>$126,200</span></td> </tr> <tr> <td>23</td> <td>MSP/PSS</td> <td><span>$69,000</span></td> <td><span>$105,200</span></td> <td><span>$141,400</span></td> </tr> <tr> <td>24</td> <td>MSP/PSS</td> <td><span>$77,300</span></td> <td><span>$117,800</span></td> <td><span>$158,300</span></td> </tr> <tr> <td>25</td> <td>MSP/PSS</td> <td><span>$86,600</span></td> <td><span>$132,000</span></td> <td><span>$177,400</span></td> </tr> <tr> <td>26</td> <td>MSP</td> <td><span>$94,800</span></td> <td><span>$147,700</span></td> <td><span>$200,600</span></td> </tr> <tr> <td>27</td> <td>MSP</td> <td><span>$99,700</span></td> <td><span>$165,600</span></td> <td><span>$231,500</span></td> </tr> <tr> <td>28</td> <td>MSP</td> <td><span>$107,900</span></td> <td><span>$188,700</span></td> <td><span>$269,500</span></td> </tr> <tr> <td>29</td> <td>MSP</td> <td><span>$114,100</span></td> <td><span>$215,200</span></td> <td><span>$316,300</span></td> </tr> <tr> <td>30</td> <td>MSP</td> <td><span>$130,000</span></td> <td><span>$245,300</span></td> <td><span>$360,600</span></td> </tr> </tbody> </table> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller">Salary Setting</h2> <div class="openberkeley-collapsible-target"> <p dir="ltr"><span>Department heads or designees can make job offers (for new hires and promotions) up through the midpoint of merit-based Professional and Support Staff (PSS) positions. Before making job offers above the midpoint, consult your recruiter. Establishing a starting salary for a new employee or deciding to give a promotional increase requires careful consideration. In both cases, you should determine how the employee's prior experience, knowledge, and skills compare with other employees already performing the same job.</span></p> <p dir="ltr"><span>Before establishing the starting salary of a new employee, consider each of the following factors:</span></p> <ul> <li> <p dir="ltr"><span>Budget</span></p> </li> <li> <p dir="ltr"><span>Recruiting difficulty (size of qualified applicant pool, length of recruitment, etc.)</span></p> </li> <li> <p dir="ltr"><span>Candidate's salary expectations</span></p> </li> <li> <p dir="ltr"><span>Comparable internal salaries</span></p> </li> <li> <p dir="ltr"><span>Employee's knowledge, skills, and experience compared to others performing similar work</span></p> </li> </ul> <p dir="ltr"><span>Authority up to the midpoint of the range is delegated to the hiring department. The Vice Chancellor or delegated Dean has approval through the range. Consultation with HR is expected for above midpoint salaries.</span></p> <p dir="ltr"><span>For PPSM-MSP and PPSM-PSS positions:</span></p> <ul> <li> <p dir="ltr"><span>Requests for consideration above the midpoint are approved by the Vice Chancellor, except where this authority is re-delegated. MSP appointments above the midpoint of the salary range may require final approval by the appropriate Vice Chancellor.</span></p> </li> </ul> <p dir="ltr"><span>Consult with the Compensation Unit, as needed, for salaries above midpoint.</span></p> <p dir="ltr"><a href="https://docs.google.com/document/d/1GICG44mHTJqhps4ezzR51xcd8_BtOUkKzdF_fqHrdFk/edit#heading=h.i69mh5z02ija" rel="noreferrer"><span><span>Salary Setting Authority for Above Midpoint</span></span></a></p> <p dir="ltr"><span><span><strong>Counter offers</strong><span> - Managers may make a counter offer when an employee is offered a lateral transfer. To avoid bidding wars, the manager offering the position is limited to one salary offer, to which the employee's current manager may make one counter offer. The employee then decides which offer to accept. The same criteria will be used for setting salaries in reclassifications and promotions.</span></span></span></p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller">Salary Placement Guidelines</h2> <div class="openberkeley-collapsible-target"> <p>The Salary Placement Guidelines are intended to provide managers with the framework they need to establish and maintain fair and equitable salaries in managing the workforce.</p> <p>These guidelines apply to new hire, promotional, reclassification, stipend, equity, and merit increase salary actions. These are guidelines only and do not take the place of University PPSM policy or campus procedures.</p> <p>These Salary Placement Guidelines apply to the broad salary ranges, which do not have steps and which allow managers to appoint employees at a specific whole dollar amount.</p> <p><span>With an increasing focus on pay equity, Compensation is moving more towards salary placement being aligned with our salary placement guidelines, which we are translating the language to the following common Compensation industry best practices:</span></p> <ul> <li>First Quartile (from the minimum up to halfway to the midpoint of the range): The first quartile of the range is usually intended for individuals who are new to the grade, are in a learning situation, and/or do not have substantial experience in the new position. <span>0 - 4 years, or 0 - 48 months, tenure in title.</span></li> <li>Second Quartile: The second quartile of the range is intended for employees who have gained experience and skill and who are becoming more proficient in the position for which they were hired. They generally meet expectations in their positions. <span> 4 - 9 years, or 48 - 108 months, tenure in title.</span></li> <li>Midpoint: The midpoint usually represents the market rate for a position, and a fully experienced employee might be paid at this level. </li> <li>Third Quartile: The third quartile is typically reserved for experienced employees who frequently exceed expectations. <span>9 - 15 years, or 108 - 180 months, tenure in title.</span></li> <li>Fourth Quartile: The fourth quartile of the range is normally reserved for individuals who have extensive experience and who are consistently exceptional performers. <span>15 plus years, or 180 plus months, tenure in title.</span></li> </ul> <p>Base pay, is an employee’s regular grade-based salary.</p> <p>For non-competitive lateral moves, normally there will be no change in salary. For a lateral move into a competitively recruited position, a salary increase may be granted based on the qualifications of the employee, requirements of the position, departmental budget, and internal equity.</p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller">By Agreement Payments</h2> <div class="openberkeley-collapsible-target"> <p dir="ltr"><em>By Agreement Title Codes</em></p> <p dir="ltr"><span>Title Codes are "By Agreement" when there are no specific salary ranges associated with that title code. Titles are "By Agreement" when incumbents in those positions might be paid a wide range of salaries based upon specialization (e.g., football coaches are generally paid significantly more than tennis coaches). By Agreement title codes may have any DOS codes; they are NOT restricted to BYA or BYN.</span></p> <p dir="ltr"><em>By Agreement DOS (Description of Service) Codes</em></p> <p dir="ltr"><span>Payroll DOS (description of service) codes can be BYA (By Agreement - eligible for retirement) or BYN (By Agreement - not eligible for retirement). By Agreement DOS codes are NOT restricted to By Agreement title codes.</span></p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller">Equity Increases</h2> <div class="openberkeley-collapsible-target"> <p dir="ltr"><span>An equity increase is typically based on a salary inequity that cannot be corrected through the merit review cycle.</span></p> <p dir="ltr"><span>A salary inequity exists when an employee's salary is significantly below that of others in the same title code with similar performance, experience, skills, knowledge, and assignments. Examples of situations that may indicate a salary inequity include:</span></p> <ul> <li> <p dir="ltr"><span>The salary of a long term-employee is low relative to a new hire whose salary is market-driven.</span></p> </li> <li> <p dir="ltr"><span>Significant salary compression exists between a supervisor and their employees.</span></p> </li> <li> <p dir="ltr"><span>An employee changes from a casual to a career position in the same class.</span></p> </li> </ul> <p dir="ltr"><span>Market factors influence recruitment and retention.</span></p> <p dir="ltr"><span>Reasons for Equity Increases:</span></p> <p dir="ltr"><span>Equity increases may be provided for those employees who are compensated at a relatively lower level for the work they perform.</span></p> <p dir="ltr"><span>Managers should consider addressing significant salary differentials within the UC Berkeley campus.</span></p> <ol> <li> <p dir="ltr"><span>Employees with relatively low salaries: Employees within a specific job title (e.g. Financial Services Analyst 3) whose annual salary is significantly lower than the average salary across campus in that same job title. </span></p> </li> <li> <p dir="ltr"><span>Salary Compression: There should generally be a reasonable salary differential between supervisor/manager and that position’s subordinates. </span></p> </li> </ol> <p dir="ltr"><span>Factors should be part of the decision on an equity increase:</span></p> <ul> <li><span><span>Budget availability.</span></span></li> <li> <p dir="ltr"><span>The performance of the employee relative to other employees in the same job title.</span></p> </li> <li> <p dir="ltr"><span>The special skills and expertise of the employee relative to other employees in the same job title.</span></p> </li> <li> <p dir="ltr"><span>Actual salary compression of the manager’s or supervisor’s salary relative to the salaries of the subordinate employees.</span></p> </li> <li> <p dir="ltr"><span>Recent salary increase the employee may have received.</span></p> </li> </ul> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><span>Staff (Policy-Covered/PPSM) Salary Setting and Equity Increases for Decision-Making Authority</span></h2> <div class="openberkeley-collapsible-target"> <p dir="ltr"><span>As a campus, it remains our goal to pay all employees a market-competitive and internally equitable salary with considerations of budget availability, scope and complexity of the role, and individual background and skills. In the UC System and at UC Berkeley, we rely on the </span><a href="https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/recruiting-staff/compensation/salary-placement" rel="noreferrer"><span>UC Salary Placement Guidelines</span></a><span> to set and adjust salaries. Given the decentralized structure of UC Berkeley, we rely on many people across our divisions, especially our division leaders (i.e., deans, vice chancellors, vice provosts, or equivalent), to ensure the consistent application of these guidelines. </span></p> <p dir="ltr"><span>Division leaders will have full and final decision-making authority, consistent with the guidelines, with respect to (1) setting salaries for new hires, (2) approving equity increases to bring an employee up to the midpoint of the range or above the midpoint of the range for an employee whose salary is already above the salary range midpoint, (3) counter offers, and (4) administrative stipends. To exercise this authority, division leaders must identify </span><a href="https://docs.google.com/document/d/1GICG44mHTJqhps4ezzR51xcd8_BtOUkKzdF_fqHrdFk/edit#heading=h.44pw2auitdyt" rel="noreferrer"><span>individual(s)</span></a><span> within their units to receive annual training from the People & Culture Compensation Team and be responsible for the application of the guidelines. We continue to encourage division leaders to seek guidance from their HR Partners who work in conjunction with the People & Culture Compensation Team. Please refer to the </span><a href="https://docs.google.com/document/d/1GICG44mHTJqhps4ezzR51xcd8_BtOUkKzdF_fqHrdFk/edit#" rel="noreferrer"><span>Salary Approval Matrix</span></a><span> for additional information and approval guidelines. </span></p> <p dir="ltr"><span>However, an equity increase outside of the guidelines, such as </span><strong>salary increases greater than 10% for an employee whose current salary is below the salary range midpoint resulting in a salary over the salary range midpoint or salary increases greater than 10% for an employee above the midpoint, need to be submitted to Compensation for approval</strong><span> Submit the request to </span><a href="https://docs.google.com/forms/d/e/1FAIpQLScK_Epyleg64MnVRBGiu7agdSmZrM_cSosWhzk3DTunB-U0tg/viewform" rel="noreferrer"><span>Increase Exception Request</span></a><span>. Requests submitted via this form will be emailed to </span><a href="mailto:salary-increase-request@berkeley.edu" rel="noreferrer"><span>salary-increase-request@berkeley.edu</span></a></p> <p dir="ltr"><span>If the Compensation Team does not support the proposed equity increase, approval must be obtained from the Chancellor and the Executive Vice Chancellor and Provost by submitting a written request which outlines the justification for the request, including an analysis of comparable salaries and the reasons why the request was not supported by the Compensation Team.</span></p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller">Stipend</h2> <div class="openberkeley-collapsible-target"> <p dir="ltr">An administrative stipend may be paid when a career employee is temporarily assigned the duties of a position in a higher salary grade (defined by salary range midpoint), or when other significant new projects or duties, that are not part of the employee’s regular position, are <span><strong>assigned for a minimum of 30 working days (six weeks) up to a maximum of 12 months in duration</strong>.</span></p> <p dir="ltr">Stipends should be processed as a percentage of the employee’s monthly rate of pay.</p> <p dir="ltr">It is management’s responsibility to ensure that the temporary assignment does not exceed 12 months. An extension of a stipend beyond 12 months<span> <strong>requires the approval of the Compensation department</strong>.</span></p> <p dir="ltr">For <strong>contract appointment and limited appointment employees</strong>, change the contractual rate of pay and/or increase the employee’s FTE percentage.</p> <p dir="ltr">Stipends for <strong>employees covered by collective bargaining agreements</strong> must be administered in accordance with the appropriate collective bargaining agreement.</p> <p dir="ltr">The amount of the administrative stipend shall not exceed the amount of salary increase that could be received by an employee if they were to receive a permanent promotion to the higher level title, which is typically up to 15%. When recommending an administrative stipend, managers should consider potential internal equity issues.</p> <p dir="ltr">Administrative Stipends <span><strong>up to 5%</strong> </span>are recommended for:</p> <ul> <li>Employees temporarily performing higher-level duties up to 10% time;</li> <li>Work is lateral but considerably different and outside the scope of the current position and requires up to 10% additional time;</li> <li>Work is lateral but supervision of 3 or more FTE is added;</li> </ul> <p dir="ltr">Administrative Stipends <strong>up to 10%</strong> are recommended for employees temporarily performing higher-level duties up to 20% time.</p> <p dir="ltr">Administrative Stipends <span><strong>up to 15%</strong> </span>are recommended for employees temporarily performing higher-level duties 20% or more time.</p> <p dir="ltr">Stipends that exceed 15% and/or one year in duration have been previously audited by the UC Regents. <span><strong>Compensation strongly recommends that stipends be capped at 15%</strong>.</span></p> <p dir="ltr">The sum of the individual’s salary plus the stipend cannot exceed the salary range maximum of the higher-level position.</p> <p dir="ltr">Assignment of temporary duties at a lower level (defined by salary range midpoint) does not warrant a stipend.</p> <p dir="ltr">Administrative Stipends should not be provided for:</p> <ul> <li>Assignment of duties at a lower level;</li> <li>Additional duties assigned to cover short periods of vacation or other leave;</li> <li>Periodic increases in volume when the nature/complexity of duties is at the same level; or,</li> <li>Providing a “training opportunity” to develop an employee’s skills and competencies to perform higher-level duties.</li> </ul> <p><br>Consult with the Compensation Unit, as needed, for questions related to stipends.</p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><span>Student</span><span> Employee Definitions</span></h2> <div class="openberkeley-collapsible-target"> <p dir="ltr"><a href="https://hr.berkeley.edu/sites/default/files/student_ee_defined_4-12-2024.pdf"><span>UC </span><span>Student</span><span> definition</span></a></p> <p dir="ltr"><a href="https://hr.berkeley.edu/sites/default/files/non_uc_student_ee_defined_11-12-2021.docx"><span><span>Non-UC </span><span>student</span><span> definition</span></span></a></p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><span>Student Assistant<span>s</span> </span></h2> <div class="openberkeley-collapsible-target"> <p><span>Student positions are primarily created and reserved for registered UC Berkeley Students as follows: STDT 2 – 4, Title Code 004919 – 004921, Student Activities Appointed Official, Title Code 004329, and Student Residence Hall, Title Code 005287. Non-UC Berkeley Students need to be placed into either Student Residence Hall Ld or Title Code 005286.</span></p> <table> <tbody> <tr> <td width="87"> <p>Title Code</p> </td> <td width="283"> <p>Title Description</p> </td> <td width="249"> <p>Status and Usage Details</p> </td> <td width="167"> <p>Employee Class - Appointment Type</p> </td> <td width="87"> <p>ID Status</p> </td> </tr> <tr> <td width="87"></td> <td width="283"> <p>Student Assistant 1 - <i>Do Not Use</i></p> </td> <td width="249"> <p>Inactive Title - <i>Do Not Use</i></p> </td> <td width="167"></td> <td width="87"></td> </tr> <tr> <td width="87"> <p>4921</p> </td> <td width="283"> <p>Student Assistant 2</p> </td> <td width="249"> <p>Reserved for UCBerkeley Students</p> </td> <td width="167"> <p>5-Casual Restricted</p> </td> <td width="87"> <p>STDT ID</p> </td> </tr> <tr> <td width="87"> <p>4920</p> </td> <td width="283"> <p>Student Assistant 3</p> </td> <td width="249"> <p>Reserved for UCBerkeley Students</p> </td> <td width="167"> <p>5-Casual Restricted</p> </td> <td width="87"> <p>STDT ID</p> </td> </tr> <tr> <td width="87"> <p>4919</p> </td> <td width="283"> <p>Student Assistant 4</p> </td> <td width="249"> <p>Reserved for UCBerkeley Students</p> </td> <td width="167"> <p>5-Casual Restricted</p> </td> <td width="87"> <p>STDT ID</p> </td> </tr> <tr> <td width="87"> <p>4329</p> </td> <td width="283"> <p>Student Activities Appointed Official BYA</p> </td> <td width="249"> <p>Reserved for UCBerkeley Students</p> </td> <td width="167"> <p>5-Casual Restricted</p> </td> <td width="87"> <p>STDT ID</p> </td> </tr> <tr> <td width="87"> <p>5286</p> </td> <td width="283"> <p>Student Residence Hall Ld BYA</p> </td> <td width="249"> <p>Reserved for ACUHO-I Housing Internship, or other housing Interns or Non-UCBerkeley Students</p> </td> <td width="167"> <p>5-Casual Restricted</p> </td> <td width="87"> <p>Need ID</p> </td> </tr> <tr> <td width="87"> <p>5287</p> </td> <td width="283"> <p>Student Residence Hall BYA</p> </td> <td width="249"> <p>Reserved for UCBerkeley Students</p> </td> <td width="167"> <p>5-Casual Restricted</p> </td> <td width="87"> <p>STDT ID</p> </td> </tr> </tbody> </table> <p>All titles are to be provided an Employee Class of 5-Casual/Restricted to ensure the appropriate student composite benefits rates (CBR), currently 3%, is being applied to the above titles.<br><br></p> <p><i>Updated June 2021</i></p> <p>VC Finance releases the <a href="https://cfo.berkeley.edu/about-us/financial-planning-analysis/budget-and-financial-operations/composite-benefit-rates-cbr" target="_blank" rel="noopener noreferrer">approved Composite Benefit Rates (CBR)</a> annually. We follow a standard process for calculating rates led by UCOP and will adopt their agreements with the federal government. All components of pay will be included in the salary base except for incentive pay. You can find a list of <a href="https://cfo.berkeley.edu/sites/default/files/cbr_excluded_earn_codes_new_z_payments.pdf" target="_blank" rel="noopener noreferrer">Earn Codes excluded from CBR</a> on the Composite Benefit Rate webpage.</p> <p><span>Have questions? Contact the </span><span><strong>Central Resource Management Team </strong>at </span><a href="mailto:centralresourcemanagement@berkeley.edu" target="_blank" rel="noopener noreferrer">centralresourcemanagement@berkeley.edu</a>.</p> <p><strong>Key changes:</strong></p> <ul> <li>New CBR Groups: UCOP classifies employees across the UC system into predetermined groups in order to conform to Cost Accounting Standards and provide transparency into cost structure. As a result, we can no longer shift employees, or their costs, between groups. Because of this, we have two additional CBR groups: Employees with No Benefit Eligibility and <i>Student </i>(Grad & Undergrad students). </li> <li>Student (both Grad and Undergrad students): This group includes costs associated with GSIs and work-study students. </li> </ul> <p> More information is available on the <a href="https://cfo.berkeley.edu/departments/financial-planning-analysis/central-resource-management/composite-benefit-rates-cbr" target="_blank" rel="noopener noreferrer">Composite Benefit Rate webpage</a>. <br><br><strong>Student Assistant Salary Setting:</strong></p> <p>Setting salaries within the broad student assistant salary range should be based on the salary (hourly rate) one would typically pay a staff employee to perform similar functions adjusted for a lower level of responsibility. The primary focus of our students is their academic program. Work assignments are adjusted around those priorities so students are generally not held to the same level of performance and/or accountability as career or limited-term employees.</p> <p>One may consider adjusting a student employee’s salary after one year. </p> <p>Effective July 1, 2024 the City of Berkeley minimum wage requirement increased to $18.67/hour. UC Berkeley STDT 2, STDT 3, and STDT 4 minimum salary ranges were increased to $18.67/hour to align with the City of Berkeley minimum wage requirement.</p> <p>Historical details of The City of Berkeley Minimum Wage Ordinance:</p> <ul> <li>At least $18.67/hour beginning July 1, 2024</li> <li>At least $18.07/hour beginning July 1, 2023</li> <li>At least $16.99/hour beginning July 1, 2022</li> <li>At least $16.32/hour beginning July 1, 2021</li> <li>At least $16.07/hour beginning July 1, 2020</li> <li>At least $15.59/hour beginning July 1, 2019</li> <li>At least $15.00/hour beginning October 1, 2018<br><br></li> </ul> <table> <thead> <tr> <td> <p><strong>STDT 2 (004921)</strong></p> <p><strong>TITLE AND SALARY RANGE</strong></p> </td> <td> <p><strong>TITLE (CODE)</strong></p> </td> </tr> </thead> <tbody> <tr> <td> <p>STDT 2 (004921)</p> <p><em>Effective 6/23/24</em></p> <table><colgroup><col><col><col><col></colgroup> <tbody> <tr> <td></td> <td>Monthly</td> <td>Hourly</td> <td>Annual</td> </tr> <tr> <td>Minimum</td> <td>$<span>3,248.58</span></td> <td>$18.67</td> <td>$<span>38,982.96</span></td> </tr> <tr> <td>Midpoint</td> <td>$<span>3,973.29</span></td> <td>$22.84</td> <td>$<span>47,679.48</span></td> </tr> <tr> <td>Maximum</td> <td>$4,698.00</td> <td>$27.00</td> <td>$56,376.00</td> </tr> </tbody> </table> </td> <td> <p>(__) Assistant I (004724)</p> </td> </tr> <tr> <td> </td> <td> <p>Assistant Scene Technician (006334)</p> </td> </tr> <tr> <td> </td> <td> <p>Assistant Storekeeper (005065)</p> </td> </tr> <tr> <td> </td> <td> <p>Bibliographer (006733)</p> </td> </tr> <tr> <td> </td> <td> <p>Bibliographer II (006721)</p> </td> </tr> <tr> <td> </td> <td> <p>Coder (004962)</p> </td> </tr> <tr> <td> </td> <td> <p>Delivery Worker (005066)</p> </td> </tr> <tr> <td> </td> <td> <p>Engineering Aid (007163)</p> </td> </tr> <tr> <td> </td> <td> <p>Facilities Mgt Specialist 3 (005195)</p> </td> </tr> <tr> <td> </td> <td> <p>Farm Laborer (008543)</p> </td> </tr> <tr> <td> </td> <td> <p>Groundskeeper (008133 )</p> </td> </tr> <tr> <td> </td> <td> <p>Key Entry Operator (004773)</p> </td> </tr> <tr> <td> </td> <td> <p>Laboratory Assistant I (009605)</p> </td> </tr> <tr> <td> </td> <td> <p>Laboratory Assistant II (009603)</p> </td> </tr> <tr> <td> </td> <td> <p>Library Assistant I (006762)</p> </td> </tr> <tr> <td> </td> <td> <p>Library Assistant II (006761)</p> </td> </tr> <tr> <td> </td> <td> <p>Parking Representative (005334)</p> </td> </tr> <tr> <td> </td> <td> <p>Projectionist (006203)</p> </td> </tr> <tr> <td> </td> <td> <p>Rec Program Leader 2 (004133)</p> </td> </tr> <tr> <td> </td> <td> <p>Security Guard (005327)</p> </td> </tr> <tr> <td> </td> <td> <p>Senior Clerk/Secretary (004672)</p> </td> </tr> <tr> <td> </td> <td> <p>Senior Coder (004961)</p> </td> </tr> <tr> <td> </td> <td> <p>Senior Custodian (005116)</p> </td> </tr> <tr> <td> </td> <td> <p>Senior Food Service Worker (005651)</p> </td> </tr> <tr> <td> </td> <td> <p>Senior Linguistic Interpreter (006652)</p> </td> </tr> <tr> <td> </td> <td> <p>Senior Museum Preparator (009633)</p> </td> </tr> <tr> <td> </td> <td> <p>Senior Survey Worker (007232)</p> </td> </tr> <tr> <td> </td> <td> <p>Sports Assistant (004021)</p> </td> </tr> <tr> <td> </td> <td> <p>Survey Worker (007233)</p> </td> </tr> <tr> <td> </td> <td> <p>Translator-Nontechnical (006693)</p> </td> </tr> </tbody> </table> <table> <thead> <tr> <td> <p><strong>STDT 3 (004920)</strong></p> <p><strong>TITLE AND SALARY RANGE</strong></p> </td> <td> <p><strong>TITLE (CODE)</strong></p> </td> </tr> </thead> <tbody> <tr> <td> <p>STDT 3 (004920)</p> <p><em>Effective 6/23/24</em></p> <table><colgroup><col><col><col><col></colgroup> <tbody> <tr> <td></td> <td>Monthly</td> <td>Hourly</td> <td>Annual</td> </tr> <tr> <td>Minimum</td> <td>$<span>3,248.58</span></td> <td>$18.67</td> <td>$<span>38,982.96</span></td> </tr> <tr> <td>Midpoint</td> <td>$<span>4,669.29</span></td> <td>$26.84</td> <td>$<span>56,031.48</span></td> </tr> <tr> <td>Maximum</td> <td>$6,090.00</td> <td>$35.00</td> <td>$73,080.00</td> </tr> </tbody> </table> </td> <td> <p>(__) Assistant II (004723 )</p> </td> </tr> <tr> <td> </td> <td> <p>Assistant Editor (007685)</p> </td> </tr> <tr> <td> </td> <td> <p>Assistant Writer (007705)</p> </td> </tr> <tr> <td> </td> <td> <p>Building Maintenance Worker (008213)</p> </td> </tr> <tr> <td> </td> <td> <p>Child Development Center Teacher I (004107)</p> </td> </tr> <tr> <td> </td> <td> <p>Computer Operator (004813)</p> </td> </tr> <tr> <td> </td> <td> <p>Computer Resource Specialist I (004805)</p> </td> </tr> <tr> <td> </td> <td> <p>Laboratory Assistant III (009602)</p> </td> </tr> <tr> <td> </td> <td> <p>Library Assistant III (006760)</p> </td> </tr> <tr> <td></td> <td> <p>Musician 2 (006136)</p> </td> </tr> <tr> <td></td> <td> <p>Policy/Project Analyst 1 (007396)</p> </td> </tr> <tr> <td></td> <td> <p>Principal Engineering Aid (007161)</p> </td> </tr> <tr> <td></td> <td> <p>Public Ed Specialist 1 (004166)</p> </td> </tr> <tr> <td></td> <td> <p>Resident Advisor 2 (004570)</p> </td> </tr> <tr> <td></td> <td> <p>Scene Technician (006333)</p> </td> </tr> <tr> <td></td> <td> <p>Senior Auto Equipment Operator (008486)</p> </td> </tr> <tr> <td></td> <td> <p>Senior Computer Operator (004812)</p> </td> </tr> <tr> <td></td> <td> <p>Senior Engineering Aid (007162)</p> </td> </tr> <tr> <td></td> <td> <p>Staff Research Associate I (009613)</p> </td> </tr> </tbody> </table> <table> <thead> <tr> <td> <p><strong>STDT 4 (004919)</strong></p> <p><strong>TITLE AND SALARY RANGE</strong></p> </td> <td> <p><strong>TITLE (CODE)</strong></p> </td> </tr> </thead> <tbody> <tr> <td> <p>STDT 4 (004919)</p> <p><em>Effective 6/23/24</em></p> <table><colgroup><col><col><col><col></colgroup> <tbody> <tr> <td></td> <td>Monthly</td> <td>Hourly</td> <td>Annual</td> </tr> <tr> <td>Minimum</td> <td>$<span>3,248.58</span></td> <td>$18.67</td> <td>$<span>38,982.96</span></td> </tr> <tr> <td>Midpoint</td> <td>$<span>6,409.29</span></td> <td>$36.84</td> <td>$<span>76,911.48</span></td> </tr> <tr> <td>Maximum</td> <td>$9,570.00</td> <td>$55.00</td> <td>$114,840.00</td> </tr> </tbody> </table> </td> <td> <p>(__) Assistant III (004722)</p> </td> </tr> <tr> <td> </td> <td> <p>Admin Officer 2 (007376)</p> </td> </tr> <tr> <td> </td> <td> <p>Business Tech Support Sup 1 (007560)</p> </td> </tr> <tr> <td> </td> <td> <p>Computer Resource Specialist II (004804)</p> </td> </tr> <tr> <td> </td> <td> <p>Info Syst Analyst 1 (007307)</p> </td> </tr> <tr> <td> </td> <td> <p>Info Syst Analyst 2 (007308)</p> </td> </tr> <tr> <td></td> <td> <p>R/D Engineer 2 (007119)</p> </td> </tr> <tr> <td></td> <td> <p>Research Data Analyst 2 (006256)</p> </td> </tr> <tr> <td> </td> <td> <p>Principal EH&S Technician (007141)</p> </td> </tr> <tr> <td></td> <td> <p>Principal Illustrator (006111)</p> </td> </tr> <tr> <td></td> <td> <p>Senior Projectionist (006202)</p> </td> </tr> <tr> <td></td> <td> <p>Staff Research Associate II (009612)</p> </td> </tr> <tr> <td></td> <td> <p>Student Life and Dev Spec 1 (004562)</p> </td> </tr> </tbody> </table> </div> </div> <p dir="ltr"><span><br>For information regarding pay schedules and pay dates, please <a href="https://controller.berkeley.edu/payroll/paycheck-and-pay-dates" rel="noreferrer">visit the Central Payroll website</a></span></p> </div></div></div> </div> </article> </div> </div> </div> </div> </div> </div> </div> </div> </div> </div>  </div>  <div id="sidebar-first" class="col-md-3 col-md-pull-9"> <div class="region region-sidebar-first"> <nav class="block block-menu-block block--" aria-label="Local"> <h2 class="block__title"><a href="/compensation-benefits" title="" class="active-trail">Comp & Benefits</a></h2> <div class="block__content"> <div class="menu-block-wrapper menu-block-1 menu-name-main-menu menu-level-2"> <ul class="menu nav nav-pills nav-stacked"><li class="first expanded active-trail menu-mlid-2980 menu-fields-menu-link active 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