The University will implement a merit-based salary increase program for policy-covered (nonrepresented) staff employees for the 2017-18 fiscal year. For ANR staff employees, the salary increase program will be effective July 1, 2017, for monthly paid employees and June 18, 2017, for biweekly paid employees.
Continuing the 2016-17 program, staff salary increases again will be related to the annual staff performance appraisal process. This is part of the ongoing UC-wide effort to move toward consistent delivery of pay programs that reward individuals for their performance and contribution.
Academic appointees can expect to receive information about this year's academic salary program in the coming weeks.
General questions about staff performance appraisals and the staff salary program can be directed to John Fox, Human Resources executive director, at jsafox@ucanr.edu.
- Author: Pamela Kan-Rice
The University of California is proposing revisions to Staff Policy 3 – Types of Appointment, which applies to staff employees in the Professional & Support Staff and Managers & Senior Professionals personnel groups and to Senior Management Group members.
The policy has undergone full review and a systemwide workgroup with representatives from UC Davis, UC San Francisco, UC San Diego, UC Santa Barbara and the Office of the President was formed to propose revisions to clarify the various types of appointments at the University. The proposed policy revisions will combine PPSM 3 with PPSM 24 (Per Diem Positions) and PPSM 61 (Release During the Probationary Period or from Limited Casual/Restricted, and Floater Positions) in order to have all relevant language in one policy.
The proposed policy is posted on UCnet: http://ucnet.universityofcalifornia.edu/tools-and-services/administrators/policies/proposed/ppsm-3.html.
Employees covered by this policy who wish to provide comments on the proposed revisions may submit them to Robin Sanchez at rgsanchez@ucanr.edu by May 24, 2017.
The annual performance review season for all ANR staff employees has begun. Performance reviews are an opportunity for staff and supervisors to step back from the day-to-day tasks to review past accomplishments and set clear goals for the future. People are at the core of ANR, and to be successful, people need to know how they're doing and how they can improve. It's also an opportunity to celebrate accomplishments and think about how we can develop professionally.
The process starts with each staff member preparing a Summary of Accomplishments. While writing their summaries, staff are encouraged to identify potential trainings and development opportunities to share with your supervisor in the performance discussion.
The Summary of Accomplishments form and other performance management resources are available on the ANR Human Resources website http://ucanr.edu/sites/ANRSPU/Supervisor_Resources/Performance_Management.
This year ANR is transitioning to a new performance review cycle. The 2016-17 review cycle runs from July 1, 2016 –March 31, 2017. Going forward, all ANR staff employees, represented and non-represented, will follow an April 1 – March 31 performance review cycle. SX-represented employees at our Research and Extension Centers have historically followed a calendar year cycle. These employees will transition to the new cycle as well, starting in April 2017.
Following is a recommended timeline for the performance review process. May 12 is a hard deadline for ANR Human Resources to receive preliminary performance ratings for all staff. (ANR employees based at the Office of the President should refer to the OP process and timeline.)
If you have any questions regarding the appraisal process, please contact John Fox, Human Resources executive director, at jsafox@ucanr.edu or Mary Roberts at maroberts@ucanr.edu.
TIMELINE
March 1- March 15 |
Each employee prepares a Summary of Accomplishment (SOA) for the supervisor. |
March 15-April 30 |
Supervisor reviews SOA with employee and drafts a Performance Appraisal, including proposed overall rating. |
May 1-11 |
Supervisor reviews draft Performance Appraisal with second-level supervisor for approval.
|
May 12 |
Preliminary ratings and draft appraisals for those rated “Exceptional”, “Partially Meets” and “Does Not Meet” are due to HR. The second level supervisor must sign-off on the proposed overall rating before submitting. |
May 15-June 9 |
Calibration review. HR communicates review results to supervisors by June 9. |
June 12-July 31 |
Supervisors meet with employee to discuss and finalize performance appraisals. |
All written performance appraisals are due to Human Resources by July 31, 2017. |
Human Resources hosted a town hall webinar July 29 on the staff performance appraisal process and the 2016 staff merit pay program. The session included opening remarks from VP Glenda Humiston followed by an update from John Fox, ANR Human Resources.
For employees who were unable to participate, the session was recorded and available for viewing on the ANR HR website.
View the recorded webinar on ReadyTalk (Flash required)
Human Resources invites you to join an ANR town hall webinar on the staff performance appraisal process and the 2016 staff merit pay program. The session will include opening remarks from VP Glenda Humiston followed by an update from John Fox, ANR Human Resources.
Who: Open to all ANR staff, supervisors and directors.
When: 10 a.m. – 11 a.m., Friday, July 29.
The update will be delivered as a webinar. To access the webinar go to www.readytalk.com
- Dial: 866-740-1260 You'll need to dial in to hear the audio
- Access code: 7520495
Lines are limited so please view the webinar in groups, if possible. If you are in the ANR building in Davis, please gather in the Valley Room for the webinar.
For those unable to participate live, the session will be recorded and available for viewing on the ANR HR website.
John Fox
Executive Director of Human Resources