Approval-Authority-Matrix
APPROVAL AUTHORITY MATRIX
ICL = $275,000 Approved by Regents September 2008
The Regents will continue to approve the following:
?All interim slotting recommendations for assigning Senior Leadership Compensation Group grades to positions.
?Establishment and/or revision to SLCG salary grades and ranges.
?Annual goal-setting for obtaining, prioritizing, and directing funds to achieve market comparability for all groups of employees.
?Determination of annual salary increase budget, including priorities for addressing specific groups of employees.
?Approvals pertaining to Officers of the University shall be handled in consultation with the Offic e of Executive Compensation & Performance Management to ensure approvals are in conformance with the Standing Orders and
1-over-1 approvals.
?Separation agreements/settlements in excess of $100,000.
Retroactive Actions: Outside of Policy
?Retroactive actions will be considered “outside of policy” and subject to heightened review, per the chart above. A retroactive action is any action that is effective prior to the first of the month i n which the action is approved.
?Increases to base salary (including merit, promotional and equity) that exceed 25% in a single calendar year.
1 Non-SMG:
?Staff & administrative employees not exclusively subject to the provisions of the Academic Personnel Manual.
?Staff & administrative employees whose positions have been slotted in the Senior Leadership Compensation Group Salary Range S tructure.
?Other Specified Employees (OSE) as designated by Office of the President Human Resources, such as Athletic Directors and Coaches.
2 UCOP: shall included offices of the Regents for this purpose.
3 SMG: References to Senior Management Group employ ees include those serving in an acting SMG capacity. All SMG actions at the Campus/Medical Center, Lab, UCOP, Offices of the Treasurer, General Counsel, Secretary and Chief of Staff, Audit and Compliance are subject to Regental review and approval.
4 TCC (total cash compensa tion): Please refer to the ty pes/categories of compensation listed on this sheet that comprise TCC for ICL purposes.
Total Cash Compensation (TCC)
Total Cash Compensation is calculated based on the fiscal year. The categories of cash compensation to be included in determining the ICL are as follows:
?Annualized base salary5
?Maximum bonus and incentive plan payout potential (including Z component of HSCP, CEMRP, etc).
?Actual bonus payments under general SRDP plan. 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. Please do not include the full amount if paid in installments over time.
?Annualized stipend.
?Auto allowance.
?5% 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 compensati on are as follows:
?Reimbursements for such items as moving expenses, house-hunting trips
?Temporary Housing
?Corporate board service
?Payment in lieu of sabbatical leave or vacation leave.
?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 SRDP bonus potential
5 If the employee has a UC appointment at less than 100 percent with no other appointments at UC, the total compensation at tha t appointment rate will be used and not the conversion to derive a “full time equivalent” amount, e.g. at 100 percent.