Posts Tagged: personnel
The Annual Staff Performance Evaluation process will begin on March 2, 2021. The annual performance evaluation is an opportunity for staff and supervisors to recognize accomplishments, identify opportunities to build skills, and align individual efforts to high-level unit and division goals. After an interruption in 2020, the annual cycle is resuming for the review period that runs from April 1, 2020, through March 31, 2021.
On March 2, all staff employees and their supervisors will receive an email notification that evaluation documents are available in UC Path ePerformance. The email will contain a link to take you directly to the electronic form. You may also locate the form by accessing your Dashboard in UC Path, and selecting Performance Work Center. The UCPath log in page is found at http://ucpath.universityofcalifornia.edu/.
In March, ANR Human Resources will host webinars for staff and supervisors to review the process and describe available support tools. The Webinars will be recorded and available on the HR website for those unable to attend in person.
Employee role: March 15, Mon., 2 p.m.-3 p.m.
Supervisor role: March 17, Wed., 3 p.m.–4:30 p.m.
If you are a supervisor, you only need to participate in a supervisor session.
The registration link and Zoom information will be sent separately.
More information about the annual process, including timelines, guidelines and Performance Appraisal Tools are available on the ANR Human Resources website http://ucanr.edu/sites/ANRSPU/Supervisor_Resources/Performance_Management.
Note: ANR staff based at the Office of the President will follow the UCOP-HR performance process with separate trainings, timelines and forms.
If you have questions regarding the appraisal process, please email email@example.com.
Interim Executive Director, Human Resources
UC ANR is unique in the UC system. Its advisors and staff work in 57 out of 58 counties in the state, supporting Californians with university-based research in the areas of healthy families and communities; sustainable food systems; sustainable natural ecosystems; water, including quality, quantity and security; and pests — endemic and invasive pests and diseases. Administrative staff support business operations, development services, resource planning and management and more.
Although there was a longstanding desire to create a staff mentorship program, ANR leadership realized that their organizational complexity would require a unique and focuses approach. They deemed creating a mentorship program a priority people goal in the 2016-2020 strategic plan, and after several years in the making, the first Mentor Orientation took place in December 2018.
“To develop the ANR Staff Mentorship Program, we adapted from UCOP, UC Davis and external organization mentorship program models,” explained Learning and Development Coordinator Jodi Azulai. These efforts led to a nine-month program, which consisted of three in-person workshops and monthly meetings between mentors and mentees — most of which took place via phone- or video-conferencing due to the geographic spread of their work locations.
July 23, 2019, marked the end of the successful pilot year. Since participating in the program, two participants have moved to advanced job classifications. A majority of mentors reported that their mentorship experience helped them to learn about themselves and would benefit their careers.
“The mentorship program granted me the privilege and honor of having an exceptional mentor — a leader, role model and friend who helped me gain the confidence and guidance I needed to grow within UC ANR and beyond,” shared one participant.
“We each have so much to offer one another, whether we serve as a mentor or mentee. The hard part is finding the time to listen,” said another mentee. “When someone makes time to feel, understand and relate to another person, we all grow. It has a ripple effect.”
Among the programs encouraging outcomes are the following:
- 100% of program participants found that the program benefits mentees
- 94% of participants found that one-on-one meetings were meaningful and that participating in the program enhanced their self-awareness
- 89% observed professional growth as a result of their participation
- 88% found that participating in the program grew their interpersonal communication, leadership, technical and other skills
- 84% have identified actions to enhance their development as a result of participating
“We understood the benefits of mentoring relationships before our program began, but we now have photos, data and personal feedback from attendees that reflects the significance for continuing this program,” Azulai said.
She and her team plan to send a six-month follow-up survey to 2019 participants in January to learn how mentees have come to regard their personal and career development and outlook since participating in the program. The second Staff Mentorship Program cohort will begin in January 2020.
This story was originally published as part of a series on staff mentorship programs in UCNet.
Every issue of UCnetwork will include:
- Our values at work – Stories that highlight systemwide programs and initiatives that reflect UC's values
- Ask HR – Your HR questions answered, with tips for making the most of valuable UC benefits
- Grow with UC – Information about systemwide UC professional development opportunities and resources for career advancement
- Making a difference – Stories of staff who bring UC's mission to life
- Stay healthy with UC – Health and wellness news, including health research from UC experts
- Staff Snapshot – Short, fun profiles contributed by UC staff
The editor welcomes your feedback as they work to make UCnetwork better with every issue. Please contact UCnetwork@ucop.edu with questions, comments or suggestions for future topics.
Dear UC ANR staff members,
Please complete UC's Staff Engagement Survey by June 7 if you haven't done it already. Your unique survey link is in an email from Willis Towers Watson. We are currently at 39% response rate, in third place for responses, trailing UC Merced staff at 42% and UC Santa Barbara staff at 40%.
UC is conducting the biennial Staff Engagement Survey to learn more about non-represented (policy-covered) staff impressions about working at the university.
During the week of May 13, UC ANR's policy-covered staff members were sent 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 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 views, experiences and needs of policy-covered staff on topics related to working at UC ANR, including career development, performance management and workplace collaboration.
This is the fourth staff engagement survey; the last survey was in 2017. ANR's past survey results led directly to ANR Staff Assembly's increased focus on wellness, including guidelines for health meetings and UC Walks. By comparing the results of the past surveys, ANR Staff Assembly and Human Resources will get insight into areas where progress has been made and areas that need further effort and focus.
You can find information about past survey results on the ANR Staff Assembly website: http://staffassembly.ucanr.edu/Council_of_University_of_California_Staff_Assemblies/2017_UC_Staff_Engagement_Survey/
We encourage you to complete the survey, if you should receive it. It is an opportunity to provide direct feedback that will help shape how we work at UC ANR.
The survey is completely confidential. Individual responses to the survey and personally identifying information will not be shared with UC.
Note that union-represented employees will not participate in the survey because UC receives their feedback through their union representatives during the collective bargaining process.
If you have questions about the survey, please contact EmployeeSurveySupport@willistowerswatson.com.
Chair, UC ANR Staff Assembly
Executive Director, UC ANR Human Resources
The University invites comments on a proposed new Academic Personnel Manual Section 011 (APM - 011), Academic Freedom, Protection of Professional Standards, and Responsibilities of Non-Faculty Academic Appointees.
Currently, APM - 010 (Academic Freedom) defines academic freedom as it pertains to faculty and defines the freedom of scholarly inquiry for students, as it derives from the faculty's academic freedom. APM - 015 (The Faculty Code of Conduct) defines the corresponding responsibilities as it pertains to faculty only. Although APM - 010 states that it is not intended to “diminish the rights and responsibilities enjoyed by other academic appointees,” APM - 010 and APM - 015 do not address how these concepts apply or do not apply to non-faculty academic appointees. The proposed new policy is intended to address the academic privileges, rights, obligations, and responsibilities of non-faculty academic appointees.
The proposed new APM - 011, Academic Freedom, Protection of Professional Standards, and Responsibilities of Non-Faculty Academic Appointees, is posted at: https://www.ucop.edu/academic-personnel-programs/academic-personnel-policy/policies-under-review/apm-011.html.
If you have any questions or if you wish to comment, please contact Robin Sanchez at firstname.lastname@example.org, no later than July 1, 2019.