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Posts Tagged: human resources
Required time and attendance reporting reminder
Dear Colleagues:
Thank you for your hard work this year. Each University of California (UC) employee is critical to our success and helps us achieve our shared goals of education, research, patient care, and student support. We know that your everyday duties can be demanding, making it easy to forget certain routine, but required, tasks like submitting your timesheet or absences. While these small tasks are sometimes the most difficult to remember, they are critical to our shared success and duty as a public employer.
With that in mind, this is a reminder to all university employees who submit timesheets in local time and attendance systems to submit your time worked, absences, and/or acknowledge you have no absences to report by the deadline established at your campus/location. Accurate and complete time and leave reporting ensures that you are paid accurately, that the university meets its obligations to pay for work performed and helps ensure the responsible use of public funds. For employees who are paid a salary, it is important to remember that you have a responsibility to report whether you have any absences or do not have any absences. Failure to accurately record time and leave may result in an overpayment of public funds requiring repayment and other corrective action.
If you have questions about time and leave reporting, please reach out to your local academic personnel or human resources office. We encourage all UC employees to fully explore their benefits, available at Employee benefits | UCnet (universityofcalifornia.edu). We want all employees to understand their benefits so that they can fully utilize them to support themselves and their families.
We appreciate your valuable contributions to the University, taking time out of your busy day to diligently review this letter, and your observance of the university's policies regarding accurate and timely timesheet submissions.
Sincerely,
UC Systemwide Human Resources
UC ANR ServiceNow implementation training information
As we continue to prepare for the upcoming launch of our new ServiceNow platform at UC ANR for HR and IT go-live evening of June 21, we want to provide UC ANR employees with all the resources and support needed to ensure a smooth transition.
No extra training is required, but for those who want more information, the training materials will help. We'll be adding an overview video as well once we get that recorded.
The key difference is the creation of the Employee Center, which now is a way to create and view open HR and IT tickets in one place.
Here's how you can access our training materials and prepare:
- Training Documents: Training materials have been created to support our move to ServiceNow that address how UC ANR employees can create tickets and view current status. To access these documents, visit the “Training Resources” section under the ServiceNow page (https://ucanr.edu/sites/servicenow/).
- Office Hours: For additional support, HR and IT are hosting virtual office hours where you can drop in, ask questions and get ready. Below is the schedule for the upcoming weeks:
When: June 13, 2-2:30pm and June 18, 2:30-3 p.m.
How to join: Use the following Zoom information:
- https://ucanr.zoom.us/j/91385989113?pwd=M2VwZHN1VzVDbVhQTEdjM3FOOTNwUT09
- Meeting ID: 913 8598 9113
- Passcode: 570931
If you have any questions or need further assistance outside of office hours, please email HR and IT for help. Remember as part of this transition to ServiceNow from Zendesk, emailing HR at humanresources@ucanr.edu and IT at help@ucanr.edu remains available.
We are committed to supporting you throughout this transition and ensuring you have an improved experience with ServiceNow. Your participation and engagement are key to the success of this implementation.
Thank you for your cooperation and support.
Tu Tran, Associate Vice President for Business Operations
Bethanie Brown, Interim Executive Director of Human Resources
UC ANR transitions to ServiceNow for IT, HR
We are pleased to announce that UC ANR will implement ServiceNow for Information Technology and Human Resources assistance next month. This transition away from Zendesk to ServiceNow marks the beginning phase of our initiative for process improvement and enhanced customer service. Some of you may have heard about this already, and we are excited to share these updates with everyone.
Currently, both the HR and IT teams use separate instances of Zendesk as the main intake ticketing system/communication platform. While this system served us well initially, it has become clear that this structure no longer serves our evolving needs. Therefore, we have been preparing to implement a unified ticketing system, providing you with a new customer-centered experience and a single, more transparent dashboard for UC ANR employee needs.
The UC ANR Portal will be updated as part of our go-live to ServiceNow and we will still be reachable by email.
As we approach the implementation by June 2024, you will receive additional information including resources to help you become familiar with the new system. We are moving towards a more efficient service environment and look forward to the positive changes this will bring. We appreciate your support during this implementation.
Tu Tran, Associate Vice President for Business Operations
Bethanie Brown, Interim Executive Director of 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
