- Author: Pamela Kan-Rice
ANR employees can expect to see several benefits from the transition to UCPath, a systemwide initiative launched by the University of California to unify and standardize payroll, benefits and human resource systems for all UC employees.
This new system will facilitate formation of ANR as a distinct business unit, establishing a distinct ANR payroll entity, similar to that of an individual campus. With UCPath, ANR's payroll “silos” will be unified, improving the accuracy of our data and the speed at which we can access it, which will strengthen ANR's compliance and accountability.
The creation of ANR as its own business unit, which is supported by President Napolitano, will also increase ANR's visibility within the UC system.
Streamlined HR & payroll processes
In the UCPath system, we will use electronic forms instead of paper and emailed forms. HR and payroll actions will get routed electronically for approval and all backup documents for transactions will be electronically attached and available for review and audit. Many payroll components will auto-populate, resulting in fewer errors. The new system will ease systemwide reporting across all campuses and provide ANR-affiliated employees easier access to ANR/UCD systems. There will be ongoing training and knowledge aids to help employees use the system.
Employee self-service
Employees will be able to view and edit their home and emergency contacts. They will be able to see their current leave balances. They will also be able to view and make changes to benefits choices and income and tax information for direct deposit, paychecks, state and federal withholdings and W-2. Employees will also find links to retirement and savings information at https://myucretirement.com and https://ucnet.universityofcalifornia.edu (formerly called At Your Service).
The UCPath website will have a mobile-enabled interface for easy access from tablets and smartphones.
Manager self-service
Managers will have access to their direct report employees' home and emergency contacts, leave balances, compensation history and job and payroll information.
Job applicant tracking system
CATs, the classification/applicant tracking system, will be replaced by the Talent Acquisition Manager (TAM) for staff recruitments. TAM contains intuitive, user-friendly templates for job applicants and hiring committees and supports an end-to-end recruitment and selection process, from position description development to making an offer to the successful candidate. Hiring managers will be able to check the status of a recruitment throughout the HR process. Job-seekers will be able to apply to jobs throughout the UC system from a single portal. The new system will allow HR to collect data on hiring trends and affirmative action. Because UCPath will integrate recruitment with payroll, when an employee is hired, their information will automatically get transferred to payroll, reducing delays and errors. Training for hiring managers is expected to begin in December, before this system launches in April 2019
Performance evaluation
E-performance will replace our current paper/email process for annual staff performance appraisals. It will provide goal setting and tracking functions, with electronic routing and electronic signatures. Managers and employees will be able to review the employee's performance history and monitor the overall performance process. Employees will receive notifications throughout the annual cycle. E-performance is targeted to launch in the 2020 performance appraisal cycle.
More about UCPath
For more information about UCPath, visit the website at https://ucanr.edu/UCPath. It will be continually updated with webinar recordings, FAQs, training resources and other information.
If you have questions or comments about UCPath, you can post them on the website https://ucanr.edu/UCPath or email the ANR UCPath team at ucpath@ucanr.edu.
The next webinar, which will discuss UCPath roles for human resource and business officers, will be Wednesday, Oct. 24, 11 a.m. to noon. To join the Zoom meeting, go to https://ucanr.zoom.us/j/8151602829, or dial +1 408 638 0968 (US Toll) Meeting ID: 815-160-2829.
- Author: Pamela Kan-Rice
During National 4-H Week 2018, Tuesday, Oct. 9 is 4-H Spirit Day. Nationwide, everyone is encouraged to wear their 4-H shirt, a clover or green to show support for 4-H.
Please post selfies wearing your 4-H clover, shirt or green on social media using #InspireKidstoDo or #TrueLeaders, the hashtags for National 4-H Week 2018.
- Author: Shannon J. Horrillo
- Author: Sandy Derby
- Author: Greg Ira
- Author: Martin Smith
Project Learning Tree (PLT) is an international, award-winning environmental education program, providing professional development training and workshops for teachers and other educators working with youth. A primary goal of PLT is to increase the environmental and scientific literacy of K-12 students in California through inquiry-based teaching and learning.
Transitioning from a 25-year home within CALFIRE, PLT joined UC ANR in 2013 to ensure a more collaborative and sustainable future for program expansion and development. This year, PLT moved administratively under the UC 4-H Youth Development Program, and is being delivered in partnership with 4-H and the California Naturalist Program.
Through this collaborative effort, UC ANR seeks to expand the reach of the PLT network by engaging existing 4-H Youth Development volunteers, staff, youth and partners and California Naturalist partners, while strengthening environmental education programming within these statewide programs. The collaboration also promotes connections and shared learning between naturalists and youth development staff and volunteers.
Currently, the UC ANR PLT program has a network of 20 active facilitators, offering 30 workshops annually, training nearly 2,000 educators who provide experiential learning activities focused on California ecosystems, forests and trees to more than 10,000 young people annually.
The collective impact of this three-dimensional program partnership will serve to both increase ecological sustainability of agriculture, landscapes and forestry to protect California's natural resources and increase environmental literacy, leading to a qualified workforce for California.
- Author: Jodi Azulai
October 16, CE San Diego County Office
October 26, ANR Building, Davis
Workshop desired outcomes: Participants will gain understanding and practice organizing program activities into themes for the merit and promotion process. They will also define their program outcomes and impacts, using logic models and UC ANR's condition changes and public values. Participant will write impact statements about their programs for merit and promotion efforts, for UC Delivers and other communications. Register now
Led by:
Katherine Webb-Martinez, Assoc. Dir., PP&E
Vikram Koundinya, Evaluation CE Specialist
Chris Greer, Area IPM Advisor
Practical methods to measuring outcomes
October 15, CE San Diego County Office
October 25, ANR Building, Davis
Workshop desired outcomes: Participants will gain understanding of and experience in defining outcomes and identifying measurable indicators for their programs. They also will acquire an understanding of evaluation data collection approaches and methods used by UCCE progress on outcomes evaluation plans/efforts. Register now
Led by:
Katherine Webb-Martinez, Assoc. Dir., PP&E Vikram Koundinya, Evaluation CE Specialist
Chris Greer, Area IPM Advisor
Whitney Brim-DeForest, Rice Advisor
Darren Haver, Water Resources/Water Quality Advisor and REC/County Director
Exploring partnerships to address economically vulnerable populations
eXtension Zoom Wednesday, Oct. 3 at 10 a.m.
A New Anchor Partnership Program Between Extension and Everyday Democracy
Engaging people across their community in dialogue and community change with an equity lens can directly address issues of economic vulnerability and poverty. Everyday Democracy, a national organization leading in the field of dialogue and deliberation to promote stronger communities, has recently partnered with several state Extension programs with its new “Anchor Partners” Project. This webinar will explore this new partnership program and the role it can play in in addressing structural racism, engaging all different kinds of people in public dialogue, and linking dialogue to action and positive change, specifically for those who are economically-vulnerable. Find more information here. Register here https://extension.zoom.us/j/250738699.
UC Women's Initiative for Professional Development (UC WI): More than professional development
The UC Women's Initiative for Professional Development was a wonderful experience from start to finish. I was a bit skeptical at first about how much I would get out of it, but it far exceeded any expectations I had. It is so much more than simply a professional development and networking program.
The program designed in collaboration with CORO encompasses leadership skills, team building, negotiation strategies and network building tools along with professional development.
It sounds cliché to say it was a transformative experience, but it truly was. As a group of professional women from across UC, we bonded and connected despite the differences in our locations, titles, ages or experience. The UCWIP made me consider the future of my career when I never had before. I had never thought much about my own career development or searching out mentors and sponsors. I now am actively spending time thinking about the future of my career and steps I can take to constantly improve myself as a team member, speaker, workshop leader, etc. I am building the tools to advance my career, my self-worth as a part of UCANR and my team here at Hopland REC.
To learn more about the program and to apply (by Oct. 12, 2018), read the next article.
It's time again! Nominations are now open through Oct. 12, 2018, for the 2019 UC Women's Initiative for Professional Development (UC WI).
UC WI aims to cultivate a vibrant, professional network of women across the UC system. It's designed for mid-career women, including academics and staff, who demonstrate the potential to advance their careers within UC.
As in the past, ANR will be sponsoring women (academics and staff) to participate in the 2019 program. Six regional cohorts (three in the north and three in the south) will be offered. Each cohort program is comprised of four sessions:
- First session of each cohort is 1.5 days, remaining sessions are 1 day each
- Final session of each cohort program will be a combined north and south capstone event that allows participants to make systemwide connections
The experiential program requires full, active participation; only UC ANR employees who can commit to this will be selected. More details about the expectations and logistics are included on the nomination form.
- When prompted for the FAU (account code) enter “999”
- There is space on the form to add a narrative for each nominee or upload it onto the form itself.
- Nominations should include name and supervisor consent.
If you are interested in participating in this program, please talk to your supervisor. Supervisors are asked to send in nominations by close of business Oct. 12, 2018. Late or incomplete nominations will not be considered.
The program is a collaboration between the UC Systemwide Advisory Committee on the Status of Women and UC Human Resources, and is delivered by CORO, a nonprofit leadership-development organization that has worked with UC for the past decade. UC President Napolitano supports and partially funds the program. ANR will cover registration fees and reimburse travel expenses and half the lodging for those selected.
Apply by Oct. 12, 2018, at https://www.surveygizmo.com/s3/4458932/2019-UCWI-Nomination-Form.
If you have questions about the program, please contact Jodi Azulai.
New academic and staff administrative employee orientation
- Learn about the ANR's Vision and Mission.
- Learn about ANR structure and individual programs and units.
- Interact with ANR leadership and directors.
- Meet and network with new colleagues from around the state.
- Get answers to burning questions about health benefits, AggieTravel and more.
Who Should Attend: All UC ANR Employees (academics, staff and affiliated staff on campuses, counties and RECs) who have not participated in an administrative orientation in the past. Priority will be given to those hired by ANR within the past year. Register here
Newly designed ANR Learning & Development website
Why does the ANR Learning & Development website have a new look?
UC ANR Strategic Plan Needs Assessment indicated that ANR employees have strategic learning needs, represented by three buckets:
Office, Team and Personal Management
In addition, the new landing page includes the latest training opportunities, including the WebANR Café Thursday topics and a suggestions link. Check out the new website and please send us your suggestions!
When your boss suffers from short-term memory loss
Short of writing down every word, how do you communicate with a boss who repeatedly gives input or instruction “on the fly,” but then later cannot recall what he or she approved or instructed? Often this input comes up rapidly or in response to other issues.
Signed,
Dealing with Short-Term Memory Lapses
Find out what advice Justine Hale from Crucial Skills sends to “Dealing” here.
How to manage someone who is really defensive
The job of any manager is to get the absolute most out of their people. To achieve that, yes, you should recognize your employees' strengths and build them up. But, you also need to address their weaknesses, so they don't hold your employees back. The problem? Some people get really, really defensive when you point out a weakness of theirs. And...read more here and take the Lynda.com course “Coaching Employees through Difficult Situations.”
The best people managers develop their employees and themselves
Being an effective and professional people manager takes many skills and considerable development and the best people managers develop both their employees and themselves.
One of the ways ANR people managers have been developing themselves is by completing UC People Management Series Certificate modules and participating in monthly facilitated networking calls to review what they've learned, ask other supervisors for advice, and share successes. Participants enjoy scenario-based role-playing, excellent tools, a fun and challenging group assignment and networking.
A new cohort will form in January 2019. If you are interested in participating, please fill out this survey. Supervisors who complete the series will be eligible to apply for the 2019 systemwide UC People Conference and preference will be given to networking cohort participants. See what our current and past participants say about the networking cohort experience:
“The information provided could not have been timelier! Each call and each module have improved my skills to support the staff I supervise.”
Kim Delucchi, Office Manager, Confidential Assistant IV, UCCE Stanislaus
“The perfect companion piece to the People Management Program are the monthly networking calls. They are a time to share and delve further into the skills learned from the modules and to discover real-life opportunities to use those skills. It is interesting to learn what your peers are dealing with as supervisors, brain-storm ideas on how to handle current situations, and find support in a confidential, caring, and nurturing environment. The networking calls provide lasting take-aways and are a chance to share your successes and challenges.”
- Author: Pamela Kan-Rice
The University seeks comments from employees on four presidential policies that have been revised.
Employee Comment: Protection of Administrative Records Containing Personally Identifiable Information
The University invites comments on the Draft Revised Presidential Policy BFB-RMP-7, Protection of Administrative Records Containing Personally Identifiable Information, as described below:
The policy is proposed to be revised. The revised policy includes the following key issues:
- Combines and updates BFB-RMP-7, Privacy of and Access to Information Responsibilities; BFB-RMP-11, Student Applicant Records; and BFB-RMP-12, Guidelines for Assuring Privacy of Personal Information in Mailing Lists and Telephone Directories
- Incorporates the UC Statement of Privacy Principles and Values
- Clarifies the roles of Privacy Officials, Records Management Coordinators and Information Practices Coordinators
The policy proposal is posted here.
If you have any questions or if you wish to comment, please contact Robin Sanchez at rgsanchez@ucanr.edu, no later than Monday, Dec. 10, 2018.
Employee Comment: Sexual Violence and Sexual Harassment (SVSH)
The University invites comments on the Draft Revised Presidential Policy on Sexual Violence and Sexual Harassment, as described below.
The policy is proposed to be revised and includes the following key revisions:
- A fuller explanation of what the policy covers, such as acts committed by and against third parties, and how the Title IX offices will evaluate reports to decide whether to initiate a resolution process;
- Changes to the definitions of conduct prohibited by the policy, including sexual assault, relationship violence, and retaliation;
- Enumeration of the specific procedures UC will use to investigate and adjudicate reports;
- A more detailed description of the informal (Alternative Resolution) process, and parties' rights in that process;
- Addition of a 30- to 60-day timeframe for Alternative Resolution, and extension of the timeframe for the Formal Investigation process from 60 days to 90 days;
- Provision for the Title IX officer to initiate investigations despite the absence of an identifiable, individual respondent or, alternatively, the lack of a specific complainant;
- Revisions to the Frequently Asked Questions, including the removal of certain questions; and
- References in several places to guidelines developed by the Systemwide Title IX Office. CSA recommended that we better define and codify some of our policy-related practices, and agreed that could be done in separate guidelines, if referenced in the policy.
The policy proposal is posted here.
If you have any questions or if you wish to comment, please contact Robin Sanchez at rgsanchez@ucanr.edu, no later than Monday, Dec. 10, 2018.
Employee Comment: Use of Vehicles and Driver Selection
The University invites comments on the Draft Revised Presidential Policy BFB-BUS-46.
- The key issues addressed by the proposed revisions to the policy include:
- The inclusion of the California Department of Motor Vehicles (DMV) Negligent Operator Treatment System (NOTS) as a standard for eligibility to drive on behalf of the University.
- Implementation will apply to all drivers on University business – not solely employees.
- Establishment of Vehicle Collision Review Committees to review collisions, determine preventability, and promote driver safety awareness.
- Establishment of guidelines for drivers involved in preventable collisions including training, suspension, and potential revocation of driving privileges.
The policy proposal is posted here.
If you have any questions or if you wish to comment, please contact Robin Sanchez at rgsanchez@ucanr.edu, no later than Monday, Dec. 10, 2018.
Employee Comment: Principles of Accountability with Respect to Financial Transactions
The University invites comments on the Draft Revised Presidential Policy on the Principles of Accountability with Respect to Financial Transactions. The policy is a codification of an existing UCOP financial policy that is currently posted on the Office of the Chief Financial Officer website.
The key issues are:
- Existing finance policy was rewritten to follow the 2013 Committee on Sponsoring Organizations of the Treadway Commission (“COSO”) Integrated Control-Integrated Framework;
- Policy provides an overview of financial accountability, financial management, data integrity, and compliance associated with financial transactions throughout the University. Campuses in turn should develop policies and procedures to ensure these financial transaction accountability principles are met;
- There is a chart of functions and responsibilities for key areas and roles within the campus, and
- There are financial principles that all employees with financial transaction authority redelegated to them should adhere.
The policy proposal is posted here.
If you have any questions or if you wish to comment, please contact Robin Sanchez at rgsanchez@ucanr.edu, no later than Tuesday, Nov. 13, 2018.
