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HR Update; August 23, 2007

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Upcoming Salary Program for Non-Represented Employees

Many of you may already be aware of the positive news this week that an agreement on the state budget was reached on Wednesday morning.  As a result, we are hopeful that we will shortly receive approval from the Office of the President to release our annual salary program for non-represented employees.  As in the past, it is expected that the salary program this year will consist of adjusting the MSP, PSS and SLCG salary ranges, as well as implementing a merit program and targeted equity increases.

As a consequence of the delay in the state budget agreement, we will likely have a very short window of opportunity to implement October 1 salary increases without retroactivity.  While the specific details of the salary program are being finalized, we strongly encourage you to ensure that all of the preliminary administrative processes that support the merit component of our salary program are solidly in place.  These preliminary processes include:

  1. Ensuring that accurate employee information for merit eligible employees is currently reflected in the EDB including : a “next salary review date” of no later than “10/07”; a “next salary review type” coded as “2”; an “appointment type” coded as “2”; an active distribution line in effect on October 1, 2007; and accurate “grade” information.
  2. Ensuring that each merit eligible employee has a current performance evaluation on file and that an associated performance rating has been assigned to each merit eligible employee.

Effectively linking the measured performance contributions of our workforce to pay administration is key to supporting our organizational commitment to excellence.  Time and again, research has indicated that high-performing organizations have strong pay-for-performance programs in place and at a minimum, annual performance assessments are a critical component of both compensation and career development programs.  For more information on current practices and overcoming barriers to performance-based pay in colleges and universities, please take a moment to read the attached article, Do Colleges and Universities Really Pay for Performance? reprinted with permission from Workspan magazine. 

Specific details on this year’s salary program will be announced as soon as they are available.  General questions regarding the upcoming salary program for non-represented employees can be directed to Susan Wright, Human Resources, Manager of Compensation and Client Support Services at .

2% Salary Range Adjustment for Non-custodial Service Unit Titles

The University previously announced an agreement with the American Federation of State, County and Municipal Employees union regarding special wage increases for lower-paid employees (see UC Reaches Agreement with Union on Special Wage Increases for Custodians and Other Lower-Paid Employees). Under this agreement, employees in non-custodial Service unit titles are to receive specified increases depending on their earnings, effective April 1, 2007. In addition to providing these increases, the agreement also provides that salary ranges will be adjusted by 2% for the following titles: SPORTS ASSISTANT; TECHNICIAN, REPROGRAPHICS, LEAD; MAIL PROCESSOR, SR; MAIL PROCESSOR; STOREKEEPER, SR; STOREKEEPER; STOREKEEPER, ASST; SECURITY GUARD; PARKING REPRESENTATIVE, LEAD; PARKING REPRESENTATIVE, SR; PARKING REPRESENTATIVE; PARKING ASST; FOOD SERVICE WORKER, LEAD; COOK; COOK, ASST; FOOD SERVICE WORKER, PRIN; FOOD SERVICE WORKER, SR; FOOD SERVICE WORKER; LABORER/GRDNR (B), PHYSICAL PLANT; BUILDING MAINTENANCE WORKER, LEAD; BUILDING MAINTENANCE WORKER,SR; BUILDING MAINTENANCE WORKER; AUTO EQUIPMENT OPERATOR, PRIN; DRIVER, TRUCK; EQUIPMENT OPERATOR; TECHNICIAN, ANIMAL, ASST; and LABORATORY HELPER. These range adjustments will not impact individual employees unless they are within 2% of the bottom of the salary range of an affected title.

Candidate Searches and Specialty Recruitments
HR has established Agreements with Recruitment firms

Due to a high demand for a list of HR recommended search firms we have negotiated agreements with firms that provide candidates for difficult to fill positions.  Their areas of expertise include but are not limited to; accounting and finance, development, healthcare, human resources, information technology, nursing and pharmacy, and managerial and senior level positions.


In today’s job market it is becoming increasingly difficult to find qualified and competitive candidates.  Recruitment firms provide a viable solution and an alternative recruitment resource.  Regardless of your staffing needs, HR can assist by providing an appropriate search firm to either temporarily fill a position or provide you with a career employee on the following basis:

List of recruitment firms with agreements with UCSF HR:
http://ucsfhr.ucsf.edu/index.php/staffing/article/recruitment-firms-with-uc-experience/
List of recruitment firms by specialty:
http://ucsfhr.ucsf.edu/files/Recruitment_Firms.pdf

For more information please contact your Human Resources staffing representative or Staffing Manager, Frank Tastevin at 476-2703 or .

Security-related Changes on At Your Service Online (AYSO)

In May, due to security changes regarding access to your personal accounts, AYSO started requiring all users to set a Username and answer Challenge Questions before allowing them to proceed to the Main Menu. 107,000 users now have a Username. 

Earlier this month the “Forgot Your Username or Password” routine was expanded to also offer Challenge Questions as a means to gain entry into AYSO. In the first week following the release, 391 users successfully answered a random set of three of their Challenge Questions to obtain entry into AYSO. Potentially, in the past, these 391 users would have been Password Resets performed by UC Customer Service in Oakland or the local Benefits Offices.

During the next few days, the third and final security update will be in place.  On Monday night, August 27th, the AYSO Sign-In page will only accept Usernames. SSNs will no longer be accepted. Those people who are already logging in with their Username won’t notice a change. But this will be a significant change for users who are still accessing AYSO with their SSN. If they try to log in with their SSN, the application will assume any 9-digit entry is an SSN and will prompt them for a Username. If they are a new employee, have yet to create a Username, or have forgotten it, the page will have links to take them to an alternate Sign-In page which will allow them to enter with the SSN for a limited time.

The Open Enrollment period is fast-approaching, and this last installment of security changes is being released at this time to ensure there are at least two full monthly pay cycles before the surge in activity during November. Please share this message with faculty and staff in your department as you deem appropriate.

At Your Service login page:
https://atyourserviceonline.ucop.edu/ayso/

Revised Sexual Harassment Prevention Training Launches in September

California law (AB 1825), which went into effect in 2005, requires employers to offer all supervisors at least two hours of mandatory training in sexual harassment every two years. Because they assign and direct the work of others, including research and teaching assistants, the University has determined that all faculty are supervisors and must also complete the training.

During the week of September 10, the Office of the President will roll out a revised online sexual harassment prevention training program to all UC supervisors. A version for faculty will roll out shortly thereafter.

Many supervisors and faculty completed their initial training in 2005.  Since it is two years since this training was taken, they must now take the revised course. The deadline for completing the course is December 31, 2007.  Since supervisors and faculty are required to take the course every two years, those who took sexual harassment prevention training in 2006 or later will not have to take the revised course this year, however, they will be required to complete a course two years from the year they last took it.

Like the 2005 version, the interactive 2007 course is designed to take at least two hours and includes scenarios aimed at helping supervisors and faculty recognize and prevent sexual harassment situations in the workplace.

The course can be taken from any computer with Internet access. The course does not have to be taken in one sitting; for those who need to return to the training, the program will take them to where they last were in the course.

The supervisors and faculty who are required to take the course this year will be sent an e-mail from Judy Boyette, Associate Vice President, Human Resources and Benefits, with a personalized link to the online training course.  Periodic reminders will be sent to those who have not completed the course.

For more information, visit the Sexual Harassment Prevention Training website:
http://www.universityofcalifornia.edu/sexual-harassment/

UC Retirement Readiness Education Programs

Take a moment to read this interesting article about former UC employees enjoying their Retirement Overseas (click here).  And then, why not take of few of the (free) workshops offered here and begin to plan yours.

UC RETIREMENT READINESS EDUCATION PROGRAMS


Please pass this on to our colleagues, circulate invitations, post the actual schedules, or otherwise re-broadcast these weekly reminders about our valuable (FREE) education programs for faculty and staff.  Bring your lunch; your questions; your spouse/partner…

Usually there can be at least one (or more) workshop(s) per week scheduled at various UCSF locations around town. For more details and listings for upcoming scheduled presentations, please refer to our Workshops and Presentations Schedules menus found at our local UCSF HR/Benefits website.

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