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Staff Salary Table

Annual Hourly
Stockton/Sacramento
Grade Min Mid Max
11 $28,000 $35,000 $42,000
12 $31,500 $39,390 $47,250
13 $35,440 $44,300 $53,160
14 $37,620 $49,840 $62,070
15 $42,320 $56,070 $69,830
16 $49,720 $65,880 $82,040
17 $58,420 $77,410 $96,360
18 $66,150 $90,960 $115,760
19 $77,730 $106,885 $136,030
20 $91,330 $125,580 $159,830
21 $114,170 $156,980 $199,800
22 $140,160 $196,230 $252,290
Grade Min Mid Max
11 $13.46 $16.83 $20.19
12 $15.14 $18.94 $22.72
13 $17.04 $21.30 $25.56
14 $18.09 $23.96 $29.84
15 $20.35 $26.96 $33.57
16 $23.90 $31.67 $39.44
17 $28.09 $37.22 $46.33
18 $31.80 $43.73 $55.65
19 $37.37 $51.39 $65.40
20 $43.91 $60.38 $76.84
21 $54.89 $75.47 $96.06
22 $67.38 $94.34 $121.29
San Francisco
Grade Min Mid Max
11 $33,040 $41,300 $49,350
12 $37,170 $46,468 $55,519
13 $41,819 $52,274 $62,463
14 $44,392 $58,811 $72,932
15 $49,938 $66,163 $82,050
16 $58,670 $77,738 $96,397
17 $68,936 $91,344 $113,223
18 $78,057 $107,333 $136,018
19 $91,721 $126,124 $159,835
20 $107,769 $148,184 $187,800
21 $134,721 $185,236 $234,765
22 $165,389 $231,551 $296,441
Grade Min Mid Max
11 $15.88 $19.86 $23.73
12 $17.87 $22.34 $26.69
13 $20.11 $25.13 $30.03
14 $21.34 $28.27 $35.06
15 $24.01 $31.81 $39.45
16 $28.21 $37.37 $46.34
17 $33.14 $43.92 $54.43
18 $37.53 $51.60 $65.39
19 $44.10 $60.64 $76.84
20 $51.81 $71.24 $90.29
21 $64.77 $89.06 $112.87
22 $79.51 $111.32 $142.52

(Insert FAQs)

Wage & Salary Tables

University of the Pacific is committed to developing, implementing and maintaining a compensation system that allow us to recruit and keep great people.  The staff compensation system is a blend that incorporates both market data and the comparison of positions to each other using job value factors. The "salary" table is the annual salary for full-time staff. The "wage" table is the same table converted to hourly rates.  The table has 12 pay grades numbered 11 through 22.  Salary and wage tables are necessary because they are our guideline for almost every compensation-related decision (see pay practices).  Staff also need to see the salary ranges to guide them in career progression decisions.  The percentage difference from minimum to maximum varies somewhat by grade with the lower grades having a slightly smaller range.  The dollar range within a grade represents the value the University places on the jobs within that grade.

How are the salary ranges created?

Sibson Consulting conducted the salary survey work on behalf of University of the Pacific.  Surveys used were CUPA-HR (College and University Professional Association for Human Resources), Towers Watson and Mercer. 

About 270 "benchmark" positions were picked based on the likelihood of finding good matches in the market surveys.  Over half our staff are in these benchmarked positions.  The market data grouped the benchmarked jobs based on the similarity to the median market rates for those jobs.   For example, Sibson matched admissions counselor to the same position in the CUPA-HR survey of schools with similar budgets and enrollments to us.  That match told us the median salary for these positions.  From there, the admissions counselors and all the other benchmarked jobs with similar median salaries were grouped into one grade.  That median market rate for those benchmarked jobs within that grade became the starting point for the development of the midpoint (also called the median) of the salary range for that pay grade.  We then applied standard percentage spread to each pay grade to determine the minimum and maximums of each range.

The minimum of the pay range is the lowest amount we want to pay anyone in a position within the staff compensation system  Temporary staff are not included in this system so their pay rates vary and may be lower.  The midpoint approximates the 50th percentile of the market.  The maximum is the most that we can go with future pay recommendations or decisions. The cost of labor represents the value, or cost of jobs.  It is what the employers in a particular geographic area are paying, in the aggregate, for jobs in that area.  The cost of labor in San Francisco is higher than Stockton and Sacramento resulting in a different salary and wage table.

University of the Pacific has adopted a compensation philosophy.  The University is moving to have our total compensation (wages and benefits) reach the 50th percentile of the relevant market for each employee class.  The 50th percentile is also called 100% of market.   This does not mean every employee's wage or salary will be at market or above.  It does mean after taking our benefits into consideration, the total compensation will reach the 50th percentile and ideally, stay there until the philosophy changes.   

What does this mean for me?

We know that nobody's salary or wage rate will decrease.  Our leadership will spend the next few months analyzing this information and developing a plan to adjust compensation in 2019.