Transitioning to Retirement workshops are offered by UC Davis for employees considering retirement within 5 years.
The life changes that accompany retirement can be unexpectedly challenging and these virtual, Zoom workshops will help employees prepare.
Topics & dates
- Staff sessions: 9 a.m. – noon
- Faculty/physician/academic sessions: 1 – 4 p.m.
- Introduction and UC Retirement Plan — Friday, Jan. 15
- Retiree health benefits and human resources considerations — Friday, Jan. 22
- Financial planning in retirement and Social Security — Friday, Jan. 29
- Work and lifestyle transitions — Friday, Feb. 5
Early registration is advised
When you register, please double check to ensure you are signing up for the appropriate session.
More information and FAQs
- Supervisors will not be automatically notified when an employee registers for these workshops.
- It is recommended that participants register for the entire four-week series, however each session is available for individual registration.
- For those who cannot attend the workshops, or for those who are more than five years from retirement, online presentations and other resources are available on the Center's retirement planning webpage at https://retireecenter.ucdavis.edu/planning.
UC ANR recognizes the importance of helping employees manage a work/life balance. During the COVID 19 pandemic, it is understandable that some employees may wish to temporarily reduce their appointment time to address priority family and self-care needs. UC ANR is providing opportunities for flexible work schedules and reduced time appointments through programs such as the Employee-initiated Reduction In Time program (ERIT).
For academics, approvals for one year or less will be considered and are subject to renewal consideration. All requests to reduce the appointment time must be supported by supervisors. Final approval rests with AVP Wendy Powers. The academic or supervisor may end such approved arrangements with a 30-day advanced notice.
Salary, monthly sick and vacation leave, and UCRP service credit accruals will be calculated on the reduced appointment percentage. You are also encouraged to contact the UC Davis Benefits Office to discuss the implication of healthcare coverage for any such reduced appointment.
Academics who are interested in seeking a voluntary reduction in time, please complete the documents listed below and submit to Tina Jordan (email@example.com).
Staff employees may, with the approval of their department, reduce their working hours and corresponding pay between 5% and 50%. For more information about the Employee Initiated Reduction in Time (ERIT) Program, please visit the website or contact John Fox or Bethanie Brown.
UC ANR employees made their voices heard through the 2020 ANR@Work survey. The survey received a 73% response rate with over 74% of respondents stating that they are a “satisfied” or an “extremely satisfied” UC ANR employee.
The inaugural ANR@Work survey was distributed to academics, staff and county-paid employees between March 17 and April 3, 2020. The goal of the anonymous survey was to obtain feedback about the work environment at UC ANR.
“Your responses tell us the top strengths of UC ANR include feeling valued by your department, feeling welcomed in your workplace, and feeling your department supports your work-life balance,” said John Fox, executive director of Human Resources.
Two of the top-scoring issues (4.4 out of 5 on the scale) show that respondents feel their supervisors treat them with respect and that their supervisors are supportive of their personal issues.
We hear you.
“Overall, while scores were not low, employees shared opportunities for improvement, which included wanting to have more of a voice on how to improve UC ANR, and wanting to hear more from senior leaders about long-range goals and strategic direction,” Fox said. “Another opportunity to improve was in the area of feeling more valued by the organization.”
Fox will review the overall ANR@Work survey results during the Town Hall Zoom meeting on Thursday, Aug. 20, at 1:30 p.m.
“We plan to repeat the survey annually for at least five years,” Fox said. “The 2020 survey results establish a baseline for continually assessing UC ANR's work environment.”
See more about ANR@Work Survey results at https://ucanr.edu/sites/anrstaff/Diversity/ANR@Work_Survey_741. Questions or comments about the survey? Contact firstname.lastname@example.org.
UC's Council of Chancellors has unanimously approved a recommendation for a new paid family-leave benefit for UC employees, effective July 1, 2021. This recommendation, supported by President Napolitano and Systemwide Human Resources, provides eight weeks of leave at 70% of wages for UC faculty and staff who need time off to care for a seriously ill family member or bond with a new child.
“The chancellors were in agreement that this is the right thing to do for our employees,” said Interim Vice President of Systemwide Human Resources Cheryl Lloyd. “Offering paid family leave adds the University of California to the list of other top employers that recognize how important it is to have family friendly policies and practices to recruit and retain the best.”
Systemwide groups that include the Systemwide Advisory Council on the Status of Women (SACSW), the Council of University of California Staff Assemblies (CUCSA) and the Staff Advisors to the Regents have been advocating for this important benefit for many years. The recommendation was developed by a cross functional workgroup comprised of members representing Human Resources, Academic Personnel, UC Legal, staff representatives and leadership, and is in alignment with the paid family leave benefit that is offered by the State of California.
Over the next year, Human Resources leadership, Academic Personnel and faculty leaders across the UC system, as well as other key stakeholders, will collaborate on the development of the new paid family leave benefit, finalizing details about how this new benefit will be implemented and how it will be coordinated with existing leave policies as well as paid family leave benefits already in place at some locations. This benefit is subject to collective bargaining for represented employees. We will keep the UC community informed before the July 1, 2021, effective date, as more information becomes available.
On March 17, each academic and staff member should have received an email from “Glenda Humiston <email@example.com>” containing a unique link to the survey. Please do not delete the emailed invitation as it is the only way to access the survey and cannot be replaced.
The ANR@Work Survey has the subject line “ANR@Work Survey - INVITATION - DO NOT DELETE.” The ANR@Work Survey will be open through April 3. It is an opportunity for all academics and staff to provide feedback about their experience working at UC ANR.
To thank you for your time and to encourage participation, everyone who completes the survey will have the option to participate in a raffle for a $75 gift card. We will award 40 gift cards through random drawings during the survey period.
ANR HR will reach out to each of the raffle winners to arrange for delivery of the gift cards to their home address.
The following are the first 20 raffle winners:
- Stacey Amparano
- Jackie Barahona
- Greg Douhan
- Eli Figueroa
- Marie Hernandez-Vega
- Larissa Leavens
- Danielle Lee
- Peggy Lemaux
- David Lile
- Luzanne Martin
- Sandra Osterman
- Erin Paradis
- Matthew Shapero
- Shulamit Shroder
- Alison Smith
- Duane Soares
- Bill Stewart
- Amber Viveros
- Clara Wilshire
- Christopher Wong
The remaining 20 gift cards will be split between raffle drawings on Tuesday, March 31, and Monday, April 6.
The UC ANR community is founded on principles strengthened by common goals, shared interests, camaraderie and a passion for improving the quality of life in all communities. We all have the right to work in an environment that promotes fairness, trust, respect, and physical and emotional safety and security. Your anonymous survey responses will contribute to our efforts to create the best possible work environment for all of us.
The 2020 survey results will establish a baseline for continually assessing UC ANR's work environment.
If you have questions about the survey, please contact us at firstname.lastname@example.org.