Increases in Funding for Staff Salaries Compared to Market

[UC: Increases in Funding for Staff Salaries Compared to Market (PDF 44KB)](http://budget.ucsf.edu/downloads/salary-funding.pdf) Attracting quality staff and faculty to UCSF and retaining them are critical to achieving UCSF's mission of advancing health worldwide™. The UCSF Strategic Plan specifically recommends that the University "improve the financial aspects of recruitment and retention to compensate for the high cost of living in the Bay Area." In the Promoting a Supportive Work Environment section, the strategic plan states that "UCSF is facing a crisis due to the high cost of living in the San Francisco Bay Area. The lack of affordable, desirable housing, child care and education is formidable. UCSF must work to provide more attractive and competitive compensation packages, assist with affordable child care and provide greater financial aid, among other efforts to recruit and retain faculty, staff, students and trainees." Previous cuts to UC's and UCSF's budgets have resulted in significant disparities in faculty and staff salaries as compared with the market. To achieve the goal of maintaining a market-based, competitive compensation package program for its employees, the University's budget plan for 2008-2009 includes a compensation package of 5 percent for staff and faculty salaries funded from state and UC General Funds and student fee income, according to the UC Office of the President (UCOP). This display shows annual percentage increases in funding for UC staff salaries compared with increases in funding for salaries in the Western Region market. From 1996-1997 to 2004-2005, UC staff salary increases lagged the market in every year but one, resulting in significant market disparities. In fact, during 2003-2004 and 2004-2005, UC was unable to provide any increases. Beginning in 2005-2006, with funding from the compact with the governor, the University has met or exceeded market increases each year, and the University plans to proceed with annual compensation program increases of at least 5 percent annually over 10 years to achieve competitive salaries. However, the University recognizes that while this amount will keep pace with market increases, it is not sufficient to address all salary inequities. For now, market and equity funding will only address the most serious market and retention situations, according to UCOP.

University of California 2008-09 Budget for Current Operations