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Salary Programs and Scales

Find information related to academic salaries, programs, and scales.

Academic Salaries - General Information

Most academic appointees are paid salaries included on the official campus salary scales. The UCSD academic salary scales are governed by the UC Office of the President. Below are examples of how academic appointees can receive increases in salary:

Range adjustment (see APM - 610). Scales are adjusted for general salary increases approved as part of the state budget. Range adjustments may occur at any time, depending on the state budget. If you need to make salary projections, which include anticipated range adjustments, for contract and grant submission, visit the Office of Contracts and Grants' long-range salary projections website.

Merit increase (see APM - 610). Merit increases are awarded to individuals for achievements in teaching, research, and service to the University. Salary-only increases (see off-scale salaries) may also be awarded to individuals for such achievements when a full increase in step is not justified or if the individual is above-scale.

Promotion (see section relating to the appropriate title or title series in APM Section II, Appointment and Promotion). Promotions are awarded to individuals for achievements in teaching, research, and service to the University.

Academic Salary Scales

System-wide Scales

UC Salary Scales effective 2019-2020

UCSD-Only Scales

The following salary scales are used on the UC San Diego campus.

Scale Archive

Campus Notices

Department of Labor Overtime Rule

The new Department of Labor threshold is $455 per week ($23,660 per year) effective November 2017.

Effective July 1, 2018, non-faculty, non-student academic appointees in research or administrative positions (including postdoctoral scholars, specialists, academic coordinators, librarians, coordinators of public programs, professional researchers, academic administrators and project scientists) who are currently in non-exempt status will be reclassified back to exempt status if they earn more than $455 per week ($23,660 per year). In addition, new appointees in the above titles will be classified as exempt if they earn $455 per week ($23,660 per year) or more effective immediately.

The United States Department of Labor (DOL) has approved a change to the minimum salary required to achieve the professional exemption from FLSA overtime eligibility requirements. Effective December 1, 2016, the minimum salary required to achieve exempt status will be $47,476/yr which equates to $913 per week. See this UCNet Article on DOL regulation. Individuals in non-instructional academic titles who do not meet the minimum salary threshold will be converted to non-exempt status and transitioned to an hourly pay rate and bi-weekly pay schedule beginning with the 11/20/16 bi-weekly pay period.  This includes all appointees in the Junior Specialist title and part-time appointees in the following series whose salaries do not meet the DOL threshold:

  • Research Scientist
  • Project Scientist
  • Specialist
  • Postdoc
  • Academic Administrator
  • Academic Coordinator
  • Coordinators of Public Programs
  • Continuing Educator
  • Non-Represented Librarian
  • Non-Faculty Recall

Key Dates

  • October 27: Campus Town Hall Meetings in UCtr 111A (9:00-10:30am and 2:00-3:30pm)
  • October 27-31: Transition letters sent to affected employees
  • November 1-6: PPS update of converted employees
  • November 20: First day of bi-weekly pay period for converted employees
  • December 1: Monthly paycheck issued (partial month for converted employees)
  • December 14: First bi-weekly paycheck issued for converted employees


Implementation Guidelines and Tools

Title Code and Salary Scale Changes

New non-exempt title codes have been created for all affected titles: Non-Exempt to Exempt Title Code CrosswalkThe minimum rates for Assistant Specialist, Steps 1 and 2, and Coordinator of Public Programs I, Steps 1 and 2, have been increased effective 11/20/16. In addition, new scale tables have been created for each non-exempt title to reflect hourly pay rates. See the salary scales tab on this page.

Important Information for Affected Employees

Transition Assistance Program Application Form (vacation accrual cash out)

Faculty Salary Equity Reports

General Campus Compensation Plan (GCCP)


The General Campus Compensation Plan Trial was extended for an additional four years, 7/1/18-6/30/22. As a condition of extending the plan, new fund restrictions, additional data, and certifications will be required for participation. Changes are noted in the program documentation and on the request form.

The UC Office of the President will conduct a comprehensive review after year three of the trial to determine if the program should continue indefinitely or be terminated. There will likely be an additional “sunset” year for transition purposes should the trial be discontinued.

GCCP 2019-20 requests for participation will be due to Academic Compensation on June 1, 2019 (departments and divisional deadlines will be earlier). The Lecturers with Security of Employment series are now eligible to participate.

UC San Diego adheres to the UC San Diego General Campus Compensation Plan Executive Summary and UC San Diego Implementation Guidelines approved by the UC Office of the President. The Executive Summary is an overview of the plan. The Implementation Guidelines provide guidance on eligibility, external funding, salary components, restrictions, roles and responsibilities, and the approval process.

DOS and Title Codes

The salary components under the General Campus Compensation Plan (GCCP) must be properly coded to ensure the appropriate amount of UCRP covered compensation is recorded as well as agency salary caps, salary cap gaps, etc. A distinct set of DOS codes have been programmed to track these salary components in PPS. Existing general campus title codes will be used for GCCP participants. (See DOS and Title Code list)

Frequently Asked Questions (FAQ)

As the General Campus Compensation Plan is a new concept for general campus faculty and staff, a list of Frequently Asked Questions has been developed to assist with training and implementation. If you have a general question that is not on the FAQ, please contact Mary Baran in Academic Compensation at


The General Campus Compensation Plan Trial has been extended for an additional four year period, 2018/2019 through 2021/2022. To evaluate the continued feasibility and effectiveness of the plan, a number of metrics will be gathered each year. Departments, divisions, and central offices within Academic Affairs will all play a critical role in the data collection effort. The UC Office of the President produces an annual report, inclusive of metrics from all participating campuses, that is then shared with campus leadership and the Academic Senate.

Request Form and Salary Worksheet

Eligible faculty wishing to participate must submit a Request Form, Salary Worksheet, Research Details. The Participant, Fund Manager, and Department Chair must complete all certifications and necessary data fields on the forms. The document will then be routed to the Dean for endorsement. A pdf of the signed form will be sent to the Academic Compensation Office for analysis and final action by the Executive Vice Chancellor.

If you need assistance with the Salary Worksheet, please contact Adam DiProfio, Director of Finance and Budget, at

Payroll/Personnel System (PPS) Examples

PPS entries for participants in the General Campus Compensation Plan (GCCP) differ significantly from what general campus staff are accustom to entering. The approved GCCP salary worksheet should be used as a guide for processing the PPS entry. If you need further assistance, please call (822-3748) or email Mary Baran in Academic Compensation at