Requesting a Personnel Change
The very first step that you’ll take when requesting a change to your employee's position, such as a reclassification, is to complete a Data Change Form . You'll need to obtain all of the required digital signatures located at the bottom of the DC form, which includes your Financial Control Point's signature and RPM. Data Change FAQ's
When you're ready to submit your personnel change request, you will need to open a ticket through our online HR Help Desk. Please briefly explain your request in the message portion of the ticket and attach your completed DC form as a document to the ticket. If you are requesting a reclassification, then you will also need to include the updated Position Description and attach your updated Org Chart to the ticket.
Once our office receives your request, we will assign it to one of our HR Analysts who will contact you and assist you with the process.
Writing a proper Position Description is the most effective way to recruit and retain a qualified workforce. The position description is designed to provide hiring managers and supervisors the tools to establish an appropriate relationship between the position requirements, the recruitment, performance, and expectations of the position.
Position descriptions should identify key position details such as appointment type, and provide a clear picture of the overall characteristics of a position, giving enough detail to accurately communicate the key responsibilities of the position.
To learn more about “Working Titles”, please take a look at the UC ANR Working Titles Guidelines.
There are different types of appointments – Career, Limited, Waiver and Contract.
- Career – is an appointment established at a fixed or variable percentage of time at 50 percent or more of full-time, which is expected to continue for one year or longer.
- *Limited – is an appointment established at any percentage of time, fixed or variable, during which the appointee is expected to be on pay status for less than 1,000 hours in a 12-month period.
- *Contract – is an appointment established at a fixed or variable percentage of time for a definite period. Terms and conditions of employment are specified in a written employment contract. Contract appointments are reviewed on an annual basis and not to exceed 3 years. Cannot be used for represented titles.
- *Per Diem – is an appointment for over 1000 hours but is not career. These are for limited appointment types and are allowable only when it is used to supplement career and limited term services, not replace it.
*For Limited Term, Contract, and Per Diem appointments, you may be able to waive your candidate into the position. To learn more, please visit the Recruitment page and look for “Waiver of Recruitment."
Fixed or Variable Appointments
In addition to identifying the position’s appointment type, the hiring manager/supervisor will need to identify how the employee's work hours will be scheduled – hours of work will either be Fixed or Variable.
- Fixed appointments – Assigned for staff positions that will consistently work the same number of hours each week.
- Variable appointments – The percentage of time listed in the job announcement is the minimum percentage of hours that will be worked each month. For example, 40% limited term appointment means that the employee will be guaranteed a minimum of 40% time work/pay each month.
Accelerated Hires and Typical Positions
To accelerate the classification process, HR has pre-classified several position descriptions. Some positions are already pre-posted for identified candidates to apply to, while others are ready to be prepared for recruitment. For a list of approved pre-classified position descriptions, refer to the Accelerated Hiring Titles Chart .
To learn more about Accelerated Hires, please visit the Recruitment page.
To learn more about our most popular positions and associated costs, see the appropriate classification tab: * ANR Typical Positions and Costs 7.9.19
Career Tracks is being implemented as a replacement classification system for non-represented staff positions across the UC system, including UC ANR. The movement to an updated classification structure is meant to accurately describe jobs (see Career Tracks standards), align them with the competitive market and assign the same classification to comparable positions at all locations. The goal is for employees and managers to have a greater understanding of their roles and the steps needed for career development.
To learn more about Career Tracks, please go to the system-wide Career Tracks page on UCnet.