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Posts Tagged: Human Resources
New presidential practices and policy on anti-discrimination
UC ANR is deeply committed to supporting our community and building a positive work environment that is welcome, accessible and inclusive to all. We are pleased to announce, that in collaboration with the entire UC system, there has been a strategic evaluation of initiatives and activities in relation to the prevention, detection and response to harassment and discrimination. As a result, President Drake shared in his letter to the UC community that a Presidential Workgroup has reviewed and recommended a number of systemwide initiatives including a new policy and procedural framework that will offer enhanced protection, support and resources to the entire UC community.
- The Systemwide Office of Civil Rights: This new umbrella office has just been launched to provide systemwide leadership, uniform guidance and support on issues related to protecting civil rights at UC locations. It will encompass the existing Systemwide Title IX Office, a new Systemwide Anti-Discrimination Office and a new Systemwide Disability Rights Office.
- Systemwide Policy: Effective February 20, 2024, President Drake, has implemented a new consolidated policy on Anti-Discrimination.
- Reporting an Incident: Should any member of our community wish to discuss or share an incident, please continue to utilize the Harassment & Discrimination Assistance and Prevention Program (HDAPP). HDAPPserves as the central office for receiving, maintaining and evaluating harassment, discrimination and Title IX complaints. They provide support in prevention of harassment and discrimination from occurring and by educating the communities about the issues and assisting individuals and units to resolve conflicts and complaints related to harassment, discrimination, sexual harassment, sexual violence and hate and bias.
For more information, please contact humanresources@ucanr.edu. For concerns of harassment or discriminatory activities, please reach out to hdapp@ucdavis.edu.
Bethanie Brown
Interim Executive Director of Human Resources
Employees of UC ANR, we heard you
Through your comments on the three ANR@Work surveys, at the 2023 Statewide Conference, in our Town Halls, in the development of our Strategic Plan, in outreach sessions and other engagements, you shared your ideas, needs and experiences about working at UC ANR. Your feedback was and continues to be informative and powerful. It fuels our commitment to better UC ANR's work environment while we grow, adapt and deepen our impact on California's challenges and opportunities.
On Tuesday, Sept. 26, the fourth ANR@Work survey will be emailed to you. Please, take the time to respond to its questions. As the summary below shows, your voice is valued and critical to the ongoing success of our mission.
What follows is a snapshot, with links if you wish to learn more, of what has been done since the pandemic in three core internal areas: employee and organizational wellness, learning and development, and staffing and retention strategies.
Employee and Organizational Wellness
Employee comments emphasized the need for more knowledge about navigating within the UC ANR community. An urgency to address diversity and equity in the organization's programs and environment was also clear.
o Our first Director of Workplace Inclusion and Belonging was hired. Elizabeth Moon is responsible for developing and implementing diversity, equity and inclusion initiatives, and programs for our community.
o An agreement with the UC Davis Ombuds Serviceswas established to strengthen employee resources for conflict management and problem solving.
o A partnership with the UC Davis Harassment and Discrimination Assistance and Prevention Programwas established to ensure objectivity.
o Delayed by pandemic restrictions, the first ANR Statewide Conference in five years was held with over 800 attendees, the highest attendance ever.
o Two new employee resource groups (ERGs) were established. The Latinx & Friends Affinity Group, UC ANR Black and Allied Employees, People of Color ERG, and the LGBTQ+ ERG all foster communication, support and opportunities for employees with shared interests or affiliations. Contact Bethanie Brown if you are interested in starting a new ERG.
o The UC ANR Staff Assembly, of which all staff employees are members, strengthened its education and wellness reimbursements, established an Employee Experience and Engagement Challenge, and expanded its communications through a new e-newsletter, The Current.
o To enhance customer service, all administrative service units took part in related trainings, surveyed customers to learn their needs, and are now creating action plans in response.
Learning and Development
UC ANR is a complex organization, and employees expressed the need to better understand it from the get-go. More seasoned employees look for professional development opportunities to improve specific skills and shape themselves for career advancement.
o We continue to invest in learning and development, which increased 35% in FY22-23 and will double in FY23-24. Additional trainings and professional development presentations were archived to serve as a resource available at any time.
o For new employees, more regular administrative and programmatic orientations were established, supported by less formal monthly virtual informational meetings and a New ANR Employee Guide.
o A nine-month mentorship program was established to enable staff mentees to better understand UC ANR, establish contacts and design their career paths, and for academic mentees to help with program planning, research collaboration, outreach and the merit and promotion process.
o Daniel Obrist was hired as academic vice provost of academic personnel and development to oversee the recruitment, development, mentoring and evaluation of UC ANR academics.
o As part of all UC ANR operations, less-formal opportunities are available to employees, such as serving on committees, employee groups and recruitment panels, and, in coordination with their supervisor, evaluating and improving current responsibilities.
Staff Planning and Retention
Salary competitiveness and equity continues to be very high priority for employees. The constriction and post-pandemic workforce instability impacted the staffing of units across the organization.
o Successful recruitment for vacant staff and academic positions increased 25% over last fiscal year, although much work remains to fill vacancies.
o A centrally funded process for recruitment advertising was created to accelerate recruitments.
o Internal promotions of current employees increased 20% over last year, and reclassifications of current employees were up 35% over last year.
o To recruit and retain quality employees in areas where current pay levels are below competitive levels and to provide a more transparent pay philosophy, a multi-year equity program was implemented for non-represented employees. An academic equity adjustment program is currently under review.
o All non-represented staff and academics received a general pay increase.
o All UC ANR collective bargaining agreements for represented staff are in place, with covered employees receiving guaranteed pay increases for the duration of their agreement.
o Guidance for managing visas and work eligibility of international employees was created.
o Several statewide programs and administrative units have undergone an organizational review and developed customized staffing plans, including career-ladder opportunities for current employees.
o UC ANR increased funding for the annual Staff Appreciation and Recognition awards.
Bethanie Brown
Interim Executive Director of Human Resources
Employee comment: Affiliations with certain health care organizations
The University of California Office of the President invites comments on the draft Presidential Policy on Affiliations with Certain Health Care Organizations, which supports the implementation of Regents Policy 4405. The policy makes revisions to the existing interim Presidential Policy, which was first circulated for systemwide review in March 2022. The policy has been revised to:
- Focus on UC values by enhancing the policy summary statement and addressing the importance of affiliations with government agencies;
- Clarify expectations of UC providers and define “emergency services” and “emergency medical conditions” under the Emergency Medical Treatment and Labor Act (EMTALA) and the California Department of Managed Health Care;
- Specify implementation of the voluntary requirement for UC health trainees to support continuity of University training programs; and
- Reduce administrative burden for “limited affiliations,” while maintaining consistency with Regents Policy 4405.
The proposed revisions to the policy may be viewed at https://ucanr.edu/sites/PCPA/Revisions/.
If you have any questions or if you wish to comment on this policy revision, please contact Robin Sanchez at rgsanchez@ucanr.edu, no later than Oct. 11, 2023. Please indicate “Affiliations Policy” in the subject line.
Employee support resources available
Understanding our options for self-care and support may make a significant improvement in our health and well-being. We invite you to explore the generous benefit options that UC has to offer to help ease these stressful times.
- The Academic and Staff Assistance Program (ASAP) - Offers confidential, cost-free assessment, intervention, consultation and referral services to all UC ANR employees and their immediate families.
- Ombuds Office Services - The UC Davis Ombuds Office provides UC ANR staff and faculty with off-the-record conflict management services. The Ombuds Office focuses on helping employees to develop strategies for navigating challenging situations, planning for difficult conversations, and/or addressing conflict. The Ombuds Office operates confidentially, informally, impartially and independently. Staff and faculty can also learn strategies for improving conflict management and communication skills by attending Ombuds sponsored workshops. For details, please visit https://ombuds.ucdavis.edu/services/training.
- Reasonable Accommodations - Reasonable accommodation is a reasonable change or modification that will enable an employee to perform the essential functions of the job. If an employee has a medical condition that affects their ability to work within the conditions of their assignment, it is critical to engage in the interactive process and coordinate with Human Resources to ensure we are accommodating appropriately based on feedback from a medical provider.
- Family and Medical Leave (FML) - UC is committed to supporting faculty and staff who need time off to care for themselves, a family member or to bond with a new child. FML provides job protection when employees need time off for a number of reasons, consistent with federal and state law.
- Center for Advocacy, Resources and Education (CARE) - Provides free, confidential advocacy, support and healing services to survivors of sexual harassment and all forms of sexual violence, including sexual assault, intimate partner violence, and stalking.
- Child and Family Resources – A comprehensive listing of resources available to UC ANR employees including access to legal services, family care services and more.
- Catastrophic Leave Program – This program permits temporary salary and benefit continuation for eligible employees who have exhausted all paid leave credits as a result of a catastrophic illness or injury of an employee or family member, death of a family member, casualty loss suffered due to terrorist attack, fire or natural disaster.
- If you are interested in donating hours, please complete the donation form and send your e-mail directly to humanresources@ucanr.edu. Employees at or above their vacation accrual maximums are encouraged to donate.
If you have any questions or would like to discuss options further, please feel free to contact Jodi Rosenbaum at jrosenbaum@ucanr.edu for more information.
HR: Flexible Work Agreement forms now online
As many of you are already aware, UC ANR strives to be an employer of choice with a positive and engaged workforce. As part of our strategic goals to support our work environment and workforce, we have simplified the process to review proposed Flexible Work Agreements. The new online process will allow for clear workflow processing, faster approval times and better reporting for personnel, safety, risk and space related needs. The forms ensure all parties are aware of their rights and responsibilities in a flexible work environment.
Flexible Work Agreement forms
- All staff and academic employees requesting work schedules other than the traditional office-based, 8 a.m.-5 p.m., Monday-Friday workweek must submit an updated online Flexible Work Agreement Form for review and approval by the unit supervisor and director by July 31, 2023.
- Once the employee completes the online form, it will automatically route. Please see the Flexible Work Arrangements Approval Process for more information.
- Employees requesting fewer than two days on-site or 100% remote work arrangements must also have their respective Associate Vice President's approval for the exception.
- Business travel, fieldwork and community engagement activities (such as camp or county fair) will be considered “on-site” days for the purposes of this policy.
- Each department will have unique needs and expectations around flexible work opportunities therefore employees, supervisors and directors are encouraged to communicate clearly around those unique scheduling requests.
- While flexibility is encouraged, flexible work options are possibilities, not guarantees.
- Agreements will be reviewed annually during the performance review process.
- If you do not already have access to the Workflow Automation tool (WFA) and/or cannot access the online form, please contact IT at support@ucanr.edu.
Please find the updated Flexible Work Agreement Guidelines, FAQs and Approval Process on the Human Resources website. Individuals with questions may reach out to Human Resources for additional information and support.
Bethanie Brown
Human Resources Interim Executive Director
