Total Cash Compensation and Salary Threshold

Total Cash Compensation
Total potential cash compensation is inclusive of all salary and other cash payments made to an employee or on behalf of the employee including but not limited to:

• Annualized base salary (If the employee has a UC appointment at less than 100 percent with no other appointments at UC, the total compensation at that appointment rate will be used and not the conversion to derive a “full time equivalent” amount, e.g. at 100 percent.)
• Maximum incentive plan payout potential (including Z component of HSCP, CEMRP, etc).
• Actual bonus payments under general staff recognition and development award programs. If the payment is covered under an approved incentive plan, the maximum incentive potential should be used in the calculation.
• The amount of Relocation Allowance scheduled for payment in the year of the proposed action. Does not include the full amount if paid in installments over time.
• Annualized stipend.
• Auto allowance.
• Senior Management Supplemental Benefit.
• Other cash compensation.
• Any other Health Science Compensation Program pay (HSCP-X and Y components) .
• Educational expense reimbursements or allowances.

The categories not to be included in the calculation of total cash compensation are as follows:

• Reimbursements for such items as moving expenses, house-hunting trips.
• Temporary Housing.
• Eligibility to participate in the UC Home Loan Program(s).
• Compensation received for outside professional activities.
• Payment in lieu of sabbatical leave.
• Payment in lieu of vacation leave.
• Administrative Fund Allocation.
• Corporate Board Service (OPA approval requirements continue to apply).
• General staff recognition and development award program bonus potential.

Salary Threshold
All personnel transactions that for any UCI employee would bring an employee’s total potential cash compensation to $200,000 or greater are required to be reviewed by the SMG Coordinator. Salaries exceeding $250,000 (the current UC salary threshold level) must also be approved by the Chancellor, the President, and/or The Regents. Employees subject to the salary threshold include all administrative/staff MSP positions (including Athletics positions). The threshold does not apply to Staff Physicians. The salary threshold is set by the Office of the President, under the authority of The Regents. 
 
Departments should contact the SMG Staff immediately if total potential compensation of $200,000 or greater is under consideration for a new hire, reclassification, equity, or other personnel transaction.

Requests for approval to compensate $200,000 or greater should be addressed to the Chancellor and submitted to the SMG Coordinator. Requests should include the following information:

• Employee name.
• Position/Working Title.
• Personnel Group (MSP, SMG, etc.).
• Proposed effective date of action.
• Type of compensation action (new hire, equity increase, reclassification, etc.).
• Description of compensation (base, potential bonuses, etc.).
• Total potential cash compensation before and after proposed action.

All requests are to be made in advance of making any offer to an applicant or an employee. No action can be made on these requests, until approval is received.