Posts Tagged: Kay Harrison Taber

ANR staff merit program guidelines

Dear Colleagues:

I am pleased to provide the ANR Staff Merit Program Guidelines (below), which contain the program parameters as well as the merit increase table for non-represented staff in the MSP and PSS personnel programs. Merit increases are effective retroactive to July 1, 2011.

The ANR Staff Personnel Unit will be working with the ANR Business Operations Centers to implement the payroll increases. Should you need more information, please contact the ANR SPU Office at anrstaffpersonnel@ucdavis.edu or Margaret Leong at Margaret.leong@ucop.edu.

Kay Harrison Taber
Associate Vice President for Business Operations

Agriculture and Natural Resources

July 1, 2011, Non-represented Staff Merit Program Guidelines

Parameters for the merit for non-represented career staff:

• The 3.0% pool of money is irrespective of fund source based on MSP and PSS base salaries.
• Eligible employees must receive a completed performance evaluation for their performance during the period of July 1, 2010, through June 30, 2011.
• Eligible employees must receive a minimum rating of meets expectations on their performance evaluation.

The following employees are ineligible for this salary program:

• Any individual who does not receive a completed performance evaluation.
• Senior Management Group employees
• Staff individuals earning $200,000 or more
• Staff having received any base-building increase on or after January 1, 2011, and prior to the payroll calculation for the November payment of the merit.
• Non-represented staff who are new hires on or after January 1, 2011.
• Non-represented staff still in their probationary period on July 1, 2011. Staff who moved out of a non-represented title prior to the payroll calculation for the November 1payment of the merit.

Exceptions

No exceptions to the Merit Program Guidelines will be accepted for individuals at this time.  There may be salary inequities that will have to be addressed as a result of merit increases.  Those may be considered after November 1, 2011.

Merit Distribution

Consistent with the Office of the President's goal of moving to a performance-based culture, this salary program is based on documented performance, achievement of goals and overall contribution.

The merit increase distribution was approved by the Vice President – Agriculture and Natural Resources.  Based on the overall performance evaluation rating, merit eligible employees will receive merits based on the following table:

UCOP Rating	ANR Rating	MSP & PSS
Unsatisfactory (1)	Does not Meet Exp	0.0%
Improvement Needed (2)	Partially Meets Exp	0.0%
Meets Expectations (3)	Meets Expectations	3.0%
Above Expectations (4)	--	3.5%
Exceptional (5)	Exceeds Expectations	4.0%

Timing

Merit increases are effective retroactive to July 1, 2011, and are expected to appear for all eligible employees in November 1, 2011, paychecks for October earnings. Retroactive pay for July, August and September to be issued in November for UCLA- and UCR-paid employees, and will likely be issued separately in December for Davis-paid employees.

 

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This announcement is also posted and archived on the ANR Update pages.

Guidelines for merit increases

Guidelines for merit increases for ANR academics and non-represented staff

Dear Colleagues:

As a follow up to President Yudof’s August 17 letter about merit-based salary increases for academics and staff, the following guidelines outline how the increases will be implemented.

Information about 2011-12 UC merit increases

General

·      As the president’s letter states, the merit program is aimed at helping UC recruit and retain academics, and also to acknowledge non-represented staff for their ongoing dedication and service despite not having received general pay increases for the past several years.

·      While increase percentages will be set based on performance, the total funding available for the merit program will be based on 3 percent of pay for eligible positions.  Due to state funding cuts, merit increases will be funded by a redirection of funds from existing programs.

Eligibility

·      Increases are confined to all academic employees and to staff members who are not represented by a union, and must be based on positive, documented performance.

·      Individual increases will be determined following the completion of annual performance reviews, and will vary based on documented performance.

·      For ANR staff, employees whose latest performance rating is “Does not meet expectations” or “Unsatisfactory” are ineligible for merit increases, and merit increases for those rated “Improvement Needed” or “Partially meets expectations” should be extremely rare, unless there are compelling, extenuating circumstances for an exception which must be approved by the ANR Vice President. For UCOP-based ANR employees, exceptions must be approved by the UC Executive Vice President for Business Operations.

·      Staff employees who were hired, appointed, reclassified or otherwise received any salary increase(s) after January 1, 2011, are ineligible for a merit increase. Any exceptions to this require special approval.

·      Members of the UC senior management group and staff with an annual base salary of $200,000 or more are not eligible for these merit increases.

·      Union-represented employees are not eligible for increases under this program as their wages are governed by collective bargaining agreements.

Effective dates

·      Increases for staff will be effective July 1, 2011, and are expected to appear in November paychecks.

·      Increases for academics will be effective October 1, 2011.

ANR Staff and Academic Personnel Units, in collaboration with the ANR Budget Office and Business Operations Center Payroll, will be working with department managers in the coming weeks to ensure timely and consistent implementation of this program.

If you have any questions, please contact Robert Martinez in ANR’s Staff Personnel Unit at (530) 752-3467 or ramartinez@ucdavis.edu, or Kim Rodrigues in ANR’s Academic Personnel Unit at (530) 754-8509 or karodrigues@ucdavis.edu.

Sincerely,

Kay Harrison Taber
Associate Vice President for Business Operations

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This announcement is also posted and archived on the ANR Update pages.

Program development funds to support advisors, academic coordinators, academic administrators and program reps

The Executive Working Group is continuing to direct USDA Smith-Lever funding to support program development for advisors, academic coordinators, academic administrators and program representatives serving in county-based programs, statewide programs, research and extension centers and ANR support units.

These funds will be allocated to accounts for FY 2011-12 under the direction of county directors and directors of appropriate units. They will allocate $1,000 per advisor, academic coordinator and academic administrator and $500 per program representative, regardless of their position’s funding source.

Use of these funds will be approved by each county director or unit head.  These funds are to be used in broad support of program development expenses such as specialized equipment (including computers, peripherals and software as appropriate), travel to professional meetings, conference registration, seminars and in-service trainings.

Additionally, beginning July 1, 2011, these funds may be used in support of membership fees in professional societies (See ANR Administrative Handbook Section 202, Memberships in Organization at http://ucanr.org/sites/anrstaff/files/120464.pdf).

Funds will be transferred by the Business Operations Center to program development accounts assigned to each county director and unit head to manage, allocate and approve expenses. Funds must be spent and recorded on the UC account ledgers by June 30, 2012, in accordance with fiscal closing deadlines.

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This announcement is also posted and archived on the ANR Update pages.

Merit-based salary increases for faculty and non-represented staff

Dear Colleagues:

As you may know, the UC Board of Regents last November approved funds in UC’s 2011-12 budget to provide a pool for merit-based salary increases for faculty and staff.

I am writing to share with you the letter from President Yudof to chancellors that outlines the general terms of the merit program and explains his decision to exclude senior-level managers from participation. Yudof's letter can be read at http://atyourservice.ucop.edu/news/general/
chancellors_faculty_staff_merit_increase.081711.pdf.

As President Yudof states, the merit program is aimed at helping recruit and retain academic staff, who are the source of UC’s academic and research quality, and also to acknowledge non-represented staff for their ongoing dedication and service despite not having received general pay increases for the past several years.

The merit pool will be calculated at 3 percent of the overall pay in the eligible personnel categories, and individual increases will be based on performance and determined locally. In the coming days, UCOP will be sending specific guidelines to the ANR academic and staff personnel offices for how the merits will be implemented. We will share those additional details with you soon.

In the meantime, the Executive Working Group joins President Yudof in expressing appreciation for the contributions you and your colleagues make to the University, the people of California, and the countless others we touch every day in our service to the public.

Sincerely,

 

Kay Harrison Taber
Associate Vice President for Business Operations

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This announcement is also posted and archived on the ANR Update pages.

ANR Training Coordination Advisory Committee

A year ago Associate Vice President for Business Operations Kay Harrison Taber charged a new committee to guide the training coordination process, develop a comprehensive training calendar, and develop priority trainings for ANR academics and staff.

The committee is led by Linda Marie Manton of the Staff Personnel Unit, Kim Rodrigues of the Academic Personnel Unit, and Mike Poe from Communication Services and Information Technology. The Committee members represent several units in ANR with interests in internal training needs and resources to produce training materials. Representatives of the committee recently met with the Executive Working Group for a second time to report their progress and receive feedback.

To help ANR personnel to find training, the committee has established the ANR Training website to serve as a directory. The site will continue to grow and collect more training opportunities as they are discovered or produced. Training is being obtained or developed for specific target audiences: academics, staff and directors. You can use the website’s survey form to make requests or suggestions for internal training to the committee.

The committee is also establishing standards for training development within ANR. Its members can suggest practical delivery methods to teach particular subjects and use varied modes of training delivery including, webinars, face-to-face workshops or seminars, desktop and room-based video conference technology, recorded tutorials, institutes and combinations of modes.

View or leave comments for the Executive Working Group

This announcement is also posted and archived on the ANR Update pages.

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