We are ANR, we can do better than our UC colleagues. As of today, ANR response to the 2017 Engagement Survey is at 46 percent, behind UCOP's 53 percent, Santa Barbara's 51 percent and Santa Cruz's 50 percent. The deadline has been extended to Friday, June 9.
If you received the survey from Willis Towers Watson and have already taken it, thank you! If not please take a few moments to complete the survey and share your views.
We understand that due to increased cybersecurity awareness, you may be reluctant to clink on links in emails from unfamiliar senders. We assure you that Willis Towers Watson is UC's trusted partner and the survey link is legitimate and secure.
I am pleased to announce 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...
UC is running the biennial Staff Engagement Survey to learn more about nonrepresented (policy-covered) staff impressions about working at the university.
During the week of May 15, a representative sample of ANR staff members will receive an email from Willis Towers Watson, a firm conducting the survey on UC's behalf, with an invitation to take the survey.
The survey was developed by the Council of University of California Staff Assemblies (CUCSA) in collaboration with Systemwide Human Resources' Employee Relations department and Willis Towers Watson.
This is not spam so please do not delete the email invitation.
The Staff Engagement Survey aims to help UC better understand the...
Dear ANR Colleagues,
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. As you write your summary, I encourage you to identify potential trainings and development opportunities to share with your supervisor in the performance...
As you know, attracting and retaining highly qualified employees is a top priority for UC ANR. To be more competitive among many diverse employment markets, we have developed a plan to address the competitiveness of our staff salaries.
As part of UC ANR's overall compensation strategy, I have 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. All non-represented staff are eligible to participate in this plan, regardless of their position's funding source. For some of you whose compensation has fallen behind market rates, the Division is making a significant effort to address this issue, as long...