The Union Wire is bringing back the “Contract Corner” column. The goal is to explain contractual benefits without all the legalese. We will be starting with some of the contract articles with the most substantive changes in the new iteration of the Collective Bargaining Agreement. What better way to start than to review the key points of Article 32, the Salary Article.
It is crucial that we acknowledge that a strong raise package is a priority in just about every contract negotiation, and the UCPEA bargaining team met that goal of providing raises for July 1 of 2025, 2026, and 2027. The raise in the final year of the contract will be negotiated at a later date. The strength of the bargaining team was bolstered by the efforts of the coalition as they worked to ensure that all state employee contracts contained similar raise structures. Many UCPEA members will be receiving a retroactive raise set to July and a new raise this July 1st. For those who are eligible for all of the increases, this is over a 9% raise in the next few weeks. Congratulations, these are well deserved increases!
How increases are broken up, and what the eligibility requirements are for each portion:
Increase | Eligibility Requirements |
2.5% General Wage Increase effective July 1, 2025 (Article 32.1 a.)* | - In an UCPEA position as of January 1, 2025 - Received a satisfactory evaluation for the 2024-2025 evaluation year. Satisfactory evaluations include all evaluations except those with an overall score of unsatisfactory. |
2% Performance Based Increase effective July 1, 2025 (Article 32.2 a.)* | - In an UCPEA position as of January 1, 2025 - Received a satisfactory evaluation for the 2024-2025 evaluation year. Satisfactory evaluations include all evaluations except those with an overall score of unsatisfactory. - Out of their initial probationary period. |
2.5% General Wage Increase effective July 1, 2026 (Article 32.1 b.) | - In an UCPEA position as of January 1, 2026 - Received a satisfactory evaluation for the 2025-2026 evaluation year. Satisfactory evaluations include all evaluations except those with an overall score of unsatisfactory. |
2% Performance Based Increase effective July 1, 2026 (Article 32.2 a.) | - In an UCPEA position as of January 1, 2026 - Received a satisfactory evaluation for the 2025-2026 evaluation year. Satisfactory evaluations include all evaluations except those with an overall score of unsatisfactory. - Out of their initial probationary period |
2.5% General Wage Increase effective July 1, 2027 (Article 32.1 c.) | - In an UCPEA position as of January 1, 2027 - Received a satisfactory evaluation for the 2026-2027 evaluation year. Satisfactory evaluations include all evaluations except those with an overall score of unsatisfactory. |
1.5% General Wage Increase effective July 1, 2027 (Article 32.2 c.) | - In an UCPEA position as of January 1, 2027 - Received a satisfactory evaluation for the 2026-2027 evaluation year. Satisfactory evaluations include all evaluations except those with an overall score of unsatisfactory. - Out of their initial probationary period |
A pool of discretionary performance based increases (merit) effective July 1, 2027 (Article 32.2 d.) The total pool is equal to 0.5% of the gross salary of UCPEA employees. Individual increases will vary. ** | “Individuals who have sustained a level of performance that consistently exceeds the performance of their peers during the evaluation period, and that have advanced the mission and goals of the Department and the University” |
* The first two increases are retroactive increase, so eligible employees should anticipate a raise to base salary, and a check for retro-pay equal to what would have already been paid if the raise went into effect on July 1, 2025.
** It is important to note that UCPEA’s position has constantly been that we want to limit the amount of merit pay. If increases are available, we want them to go out to all employees. We know that merit opens the door to bias and favoritism. The bargaining team was successful in limiting merit to a small percentage, and it will only be an option in one year of the contract.
When will UCPEA members see this money?
2.5% General Wage Increase and 2% Performance Based Increase that were effective on July 1, 2025 | June 12, 2026 paycheck (base salary updated to reflect increases) |
Back-pay for July 1, 2025 Increases | July 10, 2026 paycheck (lump sum payment) |
2.5% General Wage Increase and 2% Performance Based Increase Effective July 1, 2026 | July 24, 2026 paycheck (base salary updated to reflect increases) |