The University of San Francisco's compensation goals are to recruit and retain qualified and diverse office and clerical staff and to reward them for achieving desired levels of performance. It's pay practices are designed to be externally competitive, internally equitable and fiscally responsible.
For office staff, the competitive market is comparable to Bay Area colleges and universities. This include:
- Golden Gate University
- Saint Mary's College
- San Francisco State University
- San Francisco City College
- Santa Clara University
- University of California
- University of the Pacific, School of Dentistry
Newly hired employees will be placed in the hiring range for the corresponding classification but at no less than the minimum hire-in rate for the classification. For salary ranges please click on a classification description.
Upon successful completion of the probationary period (four months from date of hire but may be extended per contract), employees will receive a five percent (5%) wage increase. The 5% salary increase must take the new salary to at least the "Minimum After Probationary Rate" for the classification. For salary ranges please click on classification description below.
Annual Salary Increase and/or Merit Increase:
Please see Collective Bargaining Agreement for across the board and/or merit increase information.
Mid-Year Check In
In preparation for the annual merit increase process, supervisors must meet with their OPE staff by October 15th for a mid-year performance evaluation check-in meeting. The OPE performance period is March-March of each year.
Appraisal guidelines and forms are
at USF HR Forms.
OPE staff are eligible for an annual merit* at the beginning of each fiscal year (June). Based on an annual review of performance conducted in March, available funds, and subject to the approval of the division Vice President, the supervisor will make a recommendation for a merit increase. Merit increases are based on the individual's performance as measured by achievement of goals and objectives. Please see Collective Bargaining Agreement, Article 26, Section 5 for more additional information.
*Staff who have been employed for 1+ years are eligible for a merit increase.
Please see Collective Bargaining Agreement, Article 26, Section 4 and 6.
Working Out of Classification
Please see the Collective Bargaining Agreement , Article 27.
Human Resources should review all new positions before posting for recruitment. Upon evaluation, a classification will be assigned.
OPE Classification Descriptions Effective October 1, 2011