The University of California employs approximately 185,000 faculty and staff across 10 campuses and five medical centers. New hiring, resignations, promotions, transfers to new duties and the like occur frequently across the system. Total systemwide salaries are reported annually to the UC Board of Regents as a group and posted at
www.universityofcalifornia.edu/news/compensation/reports.html.

UC policy for salary and appointments of senior management group (SMG) positions requires that compensation be reviewed and approved by the regents. Salary and appointments of non-SMG, non-academic employees whose total compensation is higher than $218,000 and whose actions are approved by campuses or other UC locations must be reported to the regents in the next bi-monthly report following approval of the action.

The following appointments, incentive awards and compensation adjustments were approved by the UC Board of Regents today (Nov. 15):

Lawrence Berkeley National Laboratory

The regents approved federally-funded salary increases of 1 percent for the members of the Senior Management Group at LBNL. In July, the Department of Energy (DOE) approved a salary budget allocation for the lab of 2 percent for FY 2013, effective Oct. 1, 2012. The allocation included 1.5 percent for special adjustments and 0.5 percent for reclassifications and promotions throughout the year. As part of the 1.5 percent for special adjustments, DOE approved a 1 percent, across-the-board pay increase for all employees on Oct. 1, 2012. The remaining 0.5 percent of the special adjustment fund will be used to address equity or retention issues throughout the year.

Under its contract with DOE, the University of California is obligated to ensure competitiveness and scientific excellence at LBNL, using financial resources provided by DOE. This includes recruiting and retaining the best possible scientific and administrative staff, a challenging task in the San Francisco Bay Area, where other labs and technology companies regularly recruit LBNL employees with significantly greater compensation. LBNL also must benchmark its compensation against an approved list of comparator institutions; currently, LBNL compensation is 6.9 percent below market rates.

DOE expects the university to allocate the level of funding for compensation increases that are authorized each year; this action by the regents fulfills that obligation.

Details of the increases are presented below:

Name	Job title	Prev. base salary	% increase	New base salary
Simon, Horst D.	Deputy Laboratory Director	$338,340	1% across the board	$341,712
Blair, Jeffrey A.	Management III - Laboratory Counsel	$271,308	1% across the board	$274,020
Keasling, Jay D.	Associate Laboratory Director for Biosciences	$361,584	1% across the board	$365,196
DePaolo, Donald J.	Associate Laboratory Director for Energy & Environmental Sciences	$339,024	1% across the board	$342,408
Symons, T. James	Associate Laboratory Director for General Sciences	$277,476	1% across the board	$280,248
Yelick, Katherine A.	Associate Laboratory Director for Computing Sciences	$278,112	1% across the board	$280,884

This increase is paid fofor by federal funds that may not be used for other university purposes or reallocated for compensation increases for non-Senior Management Group employees at LBNL. No state funds will be used.

A. Paul Alivisatos, director

The regents approved the inclusion of Alivisatos in the 1 percent, across-the-board salary increase that applied to all LBNL employees.

The action increased Alivisatos' salary from $434,805 to $439,153.

This increase will be paid for by federal funds that may not be used for other university purposes or reallocated for compensation increases for non-Senior Management Group employees at LBNL. No state funds are used.