LBNL Staff Bargaining and Wage Scale Survey

LBNL Staff Bargaining and Wage Scale Survey
Name

First Name (lived name)Last Name
LBNL Email
example@lbl.gov
Cell Phone Number
Please enter a valid phone number.Format: (000) 000-0000.
Division
Is your job title part of the newly-formed STEP-UAW union?
Official LBNL Job Title Series
Look up your exact title on your paystub
Official LBNL Job Title Series
Look up your exact title on your paystub
Official LBNL Job Title Series
Look up your exact title on your paystub
LBNL Job Title (not found in the dropdown to the left):
Look up your exact title on your paystub

Please answer the following questions to help LBNL STEPs prioritize what matters most to all of us.
Which improvements that are already part of the UAW Professional Staff Contract should STEPs prioritize for swift and proper implementation?
Which issues unique and significant to LBNL should STEPs prioritize?
What other working conditions unique and/or significant to LBNL (relative to UC campuses) not discussed in the question above are most important to prioritize?
Which issues and benefits not discussed above should STEPs prioritize fighting for inside and outside of negotiations both now and in the future?
Which other issues and benefits not discussed in the question above should STEPs prioritize?

When UAW-represented professional staff negotiated with UC in 2025-2026, UC (which manages LBNL) agreed to establish a step-based wage scale for staff in UAW-represented titles by July 2027 (in addition to annual wage increases like this year's 5% raise for UAW-represented staff). Those negotiations will begin in January 2027.

A step is a point on a salary scale. Currently, unionized LBNL staff receive yearly negotiated raises, whereas non-union staff may or may not receive a raise through the PMP process. With a step-based wage scale, staff will additionally advance to the next step each year. Each step provides a 2% salary increase, creating a more transparent and predictable path for wage growth.

While the basic structure has been agreed to, important details must still be negotiated, including how years of service, external market comparisons, equity among similar positions, and career advancement will impact placement on the scale. Read more about the criteria UC agreed to use here.

Please answer the following questions to help prepare for these negotiations.
When UAW-represented professional staff negotiated with UC in 2025-2026, UC (which manages LBNL) agreed to establish a step-based wage scale for staff in UAW-represented titles by July 2027 (in addition to annual wage increases like this year's 5% raise for UAW-represented staff). Those negotiations will begin in January 2027. This survey is open to all LBNL Staff, whether or not you are currently UAW-represented.

A step is a point on a salary scale. Currently, unionized LBNL staff receive yearly negotiated raises, whereas non-union staff may or may not receive a raise through the PMP process. With a step-based wage scale, staff will additionally advance to the next step each year. Each step provides a 2% salary increase, creating a more transparent and predictable path for wage growth.

While the basic structure has been agreed to, important details must still be negotiated, including how years of service, external market comparisons, equity among similar positions, and career advancement will impact placement on the scale. Read more about the criteria UC agreed to use here.

Please answer the following questions to help UAW-represented LBNL staff prepare for these negotiations. This survey takes about 3 minutes.
What year were you first hired in a professional staff role at LBNL/UC?
Have you worked continuously since then?
How many total years have you worked at LBNL/UC in a professional staff title?
Rank the following from most important to least important when you are placed onto a step wage scale:
46% of workers in professional staff job titles at UC meet the standard of “low income” according to the California Department of Housing and Community Development (meaning they make less than 80% of area median income).
How has wage stagnation impacted your ability to stay at LBNL or plan for your future?
Have you ever requested and been reclassified or changed departments in order to increase your compensation at LBNL?
Is there anything else you would like to share regarding wages and career advancement at LBNL?
Your survey answers will be registered after you click submit. You will also be taken to a membership card where you can sign up as a dues-paying member of our new union! Majority membership is essential for enforcing our contract and ensuring UC/LBNL implements our raises and other new benefits properly and quickly. Dues won't be deducted until after our negotiations are complete and ratified by STEPs.
Your survey answers will be registered after you click submit. You will also be taken to an authorization card where you can join with other unionized staff at LBNL and UC to have a democratic say in your working conditions. If a majority of LBNL Operations Professionals like you sign authorization cards, the State of California will recognize LBNL Operations Professionals as part of the union representing other LBNL and UC professional staff.
Should be Empty: