Posts Tagged: personnel
As part of the university's commitment to being transparent and publicly accountable for its conduct, including the way it compensates its faculty and staff, UC is conducting its annual disclosure of systemwide employee compensation for calendar year 2014. This disclosure parallels last year's payroll disclosure and is consistent with similar practices at many other public institutions.
The 2014 payroll data, along with a summary analysis, is available online at http://compensation.universityofcalifornia.edu/payroll2014/ The data will also be available to news media upon request.
Because UC is a public institution, employee compensation is considered a public record under the California Public Records Act and is reflected in the staff personnel policy in Personnel Policies for Staff Members (PPSM 80(C):
“Information which is public information and which should be released upon request includes name, date of hire, current position title, current salary, organizational unit assignment, date of separation, office address and office telephone number, current job description, full-time or part-time, and appointment type.”
Academic personnel policy, Academic Personnel Manual (APM) 160-20(b)(4) also states that any “non-personal” information “is public information and is available upon request to any person or entity without limitation.” It defines “non-personal” academic personnel information as including name, date of hire or separation, current position title, and current rate of pay.
Questions about access to the payroll data may be directed to local Information Practices/Public Records Offices.
UCOP Office of Public Records
UC invites comments on the proposed revisions to the Presidential Policy on Sexual Harassment and Sexual Violence.
Proposed policy revisions reflect requirements found in:
- The Violence Against Women Act (VAWA), reauthorized by President Barack Obama in 2013
- Final regulations issued by the U.S. Department of Education, issued in October 2014 (to be effective July 2015).
Additionally, proposed revisions to the policy
- Address outstanding issues and questions dating from the original policy review process begun in fall 2013
- Assure that the policy is consistent with the efforts of President Napolitano's Task Force on Preventing and Responding to Sexual Violence and Sexual Assault
- Improve clarity and readability, as requested during the previous 2013-14 review by faculty, students and staff.
The proposed revised Presidential Policy on Sexual Harassment and Sexual Violence is located at http://ucanr.edu/sites/VAWA/SHSV_Employee_Comment.
If you have any questions or if you wish to comment, please contact Robin Sanchez at firstname.lastname@example.org, no later than May 6, 2015.
Are you wondering about the results of the Work Environment Assessment conducted in 2012? Survey results have now been tabulated and analyzed, and they will be made available to you in a series of six workshops this spring. Workshops will be held around the state and location specific survey data will be presented at each one. Register for the workshop in your area at http://ucanr.edu/weworkshop.
The objectives of the workshops are to
- share results of the 2012 Work Environment Assessment
- engage in discussion about what it means to have a welcoming and inclusive work environment
- conduct a participatory dialogue on ANR values and how they might translate into Principles of Community. Identify 2 or 3 academic/staff employees to serve on a committee that will direct the process for finalizing ANR's statewide Principles of Community
- clarify the purpose and benefits of having a Staff Assembly for ANR. Identify 2 or 3 staff employees to serve on a committee that will develop a process for forming a statewide ANR Staff Assembly
All academics and staff (including county-paid staff) have been invited to participate in discussion of data from the Work Environment Assessment along with additional insights gleaned from prior listening sessions. Although the assessment data we have does not include campus-based CE specialists (they received the campus version of the survey), they have been invited to participate in our workshops along with the rest of their ANR colleagues.
Because we will be reviewing data specific to each regional grouping, attendance at each workshop is limited to those employees in that specific grouping. Please note that the administrative units in Oakland and Davis and at Kearney Agricultural Research and Extension Center (BOC-K) have their own joint workshop on May 20.
Dates and locations for each workshop are listed below. For more information, check the website at http://ucanr.edu/sites/wesurvey/.
- South, San Diego – Monday, March 2
- Central Valley, Kearney REC – Monday, March 9
- Sacramento Valley, Davis – Tuesday, March 31
- North, Redding – Wednesday, April 15
- Administrative Units (UCOP, Davis, BOC-K), Davis – Wednesday, May 20
- Coast, San Luis Obispo – Wednesday, May 27
Please plan to attend — a positive and welcoming work environment is important to all of us. Register today for the workshop in your area at http://ucanr.edu/weworkshop.
Do you know the difference between an HMO and a PPO? Do the terms copay, coinsurance and deductible confuse you? Are you looking for ways to keep your medical costs in line?
If so, take a look at four new videos UC Human Resources is offering to help you make the most of your medical benefits.
Medical benefits are complex, and these new short videos will help you make the most of your medical benefits by explaining terms and concepts, showing you how to use your benefits wisely, and more.
HR is launching four videos during Open Enrollment:
- A comparison of UC's six medical plans
- An explanation of medical terms and concepts
- Some advice on how to make the most of your medical benefits
- An explanation of disability benefits
The medical plan comparison video is also available in Spanish.
Each video is six to eight minutes long and can be viewed online and on mobile devices. You can view the videos at https://uc.a.guidespark.com.
The University of California has revised PPSM 62 Corrective Action for employees in the Professional & Support Staff personnel group.
The revisions are intended to clarify and define the corrective action process the University may use when an employee fails to meet acceptable conduct or work performance standards. New definitions and the concept of progressive discipline have also been added to the policy.
The proposed policy is posted at http://ucop.edu/human-resources/_files/ppsm-62.pdf.
Employees covered by this policy who wish to provide comments may submit them to Robin Sanchez at email@example.com by Friday, May 2, 2014.