OUR WORK IS IMPORTANT
As professional employees at the University of California , we take pride in our work. Using our skills, talents, and knowledge to support UC's missions of teaching, research, and community service gives us satisfaction. But none of us volunteer here, no matter how much we love our jobs. Our salaries pay our rent, mortgage, grocery bills and other expenses, such as our children's education.

MERIT-BASED PAY IS FATALLY FLAWED
In the 20 years since the University instituted "merit"-based pay, our wages have declined and our spending power has decreased. Performance evaluation ratings (when evaluations are written) rarely correlate with the annual increase amount. Even when they do correlate, the funds available for raises (the "target figure") are insufficient to keep up with inflation. Our situation is made even worse by the absence of standards and safeguards to ensure fairness systemwide, as well as inconsistencies within departments. (For instance, in a unit where all staff perform at or above expectations, in order to reward one employee with a larger raise, another employee must be punished with a smaller one.)

VIABLE ALTERNATIVES TO MERIT PAY EXIST
Thousands of union-represented UC employees enjoy the step-merit pay system that combines cost-of living increases with a fixed merit increase (or "step"). These UPTE-CWA-represented employees are guaranteed specific percentage increases keyed to levels of performance.

LOWER PAY INCREASES AFFECT OUR RETIREMENT BENEFITS
One of the best benefits available to UC employees is our retirement program. Lower annual percentage pay increases translate into a smaller retirement benefit, which means we have to work longer to receive sufficient retirement income. Annual earnings also affect Social Security benefits and the amounts that we can contribute annually to supplemental retirement accounts. Just like compounding interest, lagging wages that compound year after year hurt us.

WHAT DIFFERENCE DOES A UNION CONTRACT MAKE?
UPTE-CWA's union contracts have done what individual UC employees have been unable to do. UPTE has consistently achieved higher raises and made the merit pay plan more fair. UPTE has fought to retain the step-based merit pay program for thousands of techs (TX unit) and research professionals (RX unit). These employees receive an annual range adjustment plus an annual step increase (a full step is about 4.8%). UPTE's health care professionals (HX unit) have negotiated specialized pay increases that take into account recruitment and retention issues as well as regional market concerns. And to address years of inadequate increases for merit-based employees, UPTE-CWA has negotiated across-the board increases in the researcher and health care professional bargaining units.

UPTE WAGES OUTPACE NON-UPTE WAGES
Here's a comparison of the salary increases of non-represented UC professionals with increases in other units represented by UPTE-CWA. This graph assumes the best case scenario; that is, that unrepresented employees received the full merit control figure each year.



AVERAGE WAGE INCREASES OVER THREE YEAR PERIOD
( The figures take into account employee turnover and control for increases in the unit size and all merit increases.) Many technical employees and health care professionals have enjoyed additional wage increases after negotiating equity increases from 1% to 20%. UPTE has also been able to add additional steps to the ranges of some technical employee titles, negotiate special increases for those at the top of their range, and win across-the-board increases for merit based employees.

WHAT CAN WE DO ABOUT PAY FOR STAFF PROFESSIONALS?
As individuals, we stand little chance of changing the current compensation program for professional employees. We need the strength that comes with working together as a union. After we choose UPTE to represent us in contract negotiations, UC staff professionals will have the legal right to negotiate collectively with the University over wages and many other workplace concerns.