Dear Colleagues:
As you know, attracting and retaining highly qualified employees is a top priority for UC ANR. One of the key goals of the 2016-2020 Strategic Plan is to address the competitiveness of the compensation for our staff and academics.
In February 2017, I approved a four-year Market-based Adjustment Plan for non-represented staff to ensure salaries of existing staff are better aligned with the labor market. Using UC Career Tracks, each year UC ANR Human Resources identifies, reviews and addresses the salaries of non-represented staff members whose pay is not in the targeted competitive zone.
All non-represented staff are eligible to participate in this plan, regardless of their position's funding...
In a Feb. 28 meeting, President Napolitano, UC Davis Chancellor May, UC Berkeley Chancellor Christ and Vice President Humiston agreed to postpone UCPath implementation at UC Davis and UC ANR as recommended by the UCPath program leadership and its executive sponsors. This postponement is necessary to allow time to properly analyze and resolve critical issues related to the readiness level at UC Davis and the UC Davis Health System due to data accuracy and compounding complexities of the downstream system interfaces.
UC ANR's readiness to go live in UCPath meets required specifications thanks in part to our smaller population and a centralized administrative structure. However,...
Vision 20/20: A fire-resilient California: April 16-17, and ANR-only follow-up meeting, April 18, Redding CA
The fire summit will bring together community leaders, policymakers, and movers and shakers—people like you!—from a wide range of disciplines on April 16-17. Vision 20/20: A Fire-resilient California will expand our understanding of California's fire problem and provide an opportunity to build connectivity, interaction, and integration across disciplines and better understand the complexity of and find solutions to California's wildfire challenge.
On April 18, we'll...
The annual performance appraisal is an opportunity for staff and supervisors to recognize accomplishments, identify opportunities to build skills, and align individual efforts to high-level unit and division goals. Take time in the next month to review and reflect on the past year, and plan your future work with your supervisor.
The staff performance review period runs from April 1, 2018, through March 31, 2019. An annual appraisal should be completed for all ANR staff employees, including represented and non-represented, career and contract employees with at least six months of service as of March 31, 2019.
This year ANR Human Resources has modified the Employee Performance Appraisal Form to align with the UC...
The ANR Business Operations Center is very pleased to announce the appointment of Anne Marie Scott as ANR payroll manager, effective February 7.
Scott brings strong payroll management and UCPath expertise with 19 years of UC experience in payroll, employment tax and accounts payable management. Most recently, she served as the payroll manager for the UC Office of the President working in the new UCPath system for the past year and a half. Prior to UCOP, she worked for UC Davis for 17 years as a payroll accountant, accounts payable division manager and also as the payroll manager for one of UCD's new shared service centers. She is also a Certified Payroll Professional.
We look forward to Anne Marie's...
