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HR Update; May 28, 2010

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Letter to UC Clerical Bargaining Unit Employees Re: CUE-Teamsters Affiliation

Please share with affected employees in your department

Dear UC colleague:

As you may have heard, several of our unions - UPTE, AFSCME, and CUE - have been involved in a contest to represent clerical employees. The leaders of the Coalition of University Employees union (CUE) recently announced that CUE has voted to affiliate with the International Brotherhood of Teamsters union (“Teamsters”) and they have petitioned the Public Employment Relations Board (PERB) to reflect this affiliation. PERB is reviewing that request.

CUE representatives have stated that CUE will be an independent local of the Teamsters union with the same structure and leadership, and that the same bargaining team will continue to represent clerical employees in collective bargaining.
The University, as a matter of policy, has and will remain neutral in its orientation on this issue.

As this is strictly a union matter, you should contact your union representatives if you have questions.

Sincerely,
Gayle Saxton
Director, Systemwide Labor Relations

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AFSCME Agrees to Extension of the START Program

The University has received confirmation that the American Federation of State, County, and Municipal Employees (AFSCME) has agreed to the extension of the START program through December 31, 2010 for employees in the Service (SX) and Patient Care Technical (EX) units.

Questions may be directed to your assigned Labor and Employee Relations Analyst.

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Compensatory Time Off Election Period in June

The collective bargaining agreements between the University Professional and Technical Employees (UPTE), Coalition of University Employees (CUE), and American Federation of State, County, and Municipal Employees (AFSCME) and the University provide that departments that offer compensatory time off (CTO) must offer their Research Support Professional (RX), Technical Support Professional (TX), Health Care Professional (HX), Clerical (CX), and Service (SX) employees the opportunity to make an election for overtime compensation. The opportunity to choose either pay or CTO is made either when hired, or thereafter during the month of June. Although the contract covering employees in the CX unit has expired, CUE has agreed to allow CTO programs to continue during the status quo period.

In addition to the above mentioned units, the University is standardizing the election periods for departments that offer CTO to employees in the Nurse (NX) and Patient Care Technical (PCT) bargaining units and non-represented, non-exempt employees covered by the Personnel Policies for Staff Members (PPSM). These employees will also have the opportunity to choose either pay or CTO when hired, or thereafter during the month of June.

For fiscal year 2010/2011, the election period is June 1, 2010 through June 30, 2010. For any elections made during the month of June, an employee’s election will become effective July 1, 2010.

If an UPTE (RX, TX, HX) or non-represented employee does not make an election during the annual June period, the employee’s previous election shall continue. If an EX, SX, CX or NX employee does not make an election during the June period, the employee will receive pay for any overtime worked.

Copies of the election forms may be found on the Human Resources website.

Please ensure that employees are provided the applicable form in order to make the election.  For departments that do not offer CTO, there is no requirement to provide employees with the opportunity to make an election for CTO.

If you have questions, contact the Labor & Employee Relations Analyst assigned to your department.

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Recruitment & Workforce Planning: Applicant Screening Improvements

In support of UCSF’s Operational Excellence, the HR department will be fully implementing applicant screening and direct access technology currently available in Kenexa/BrassRing - the applicant-tracking system where jobs are posted and applicants apply - to reduce manual efforts and improve hiring manager access to qualified applicants to jobs at UCSF.

Currently, applicants to UCSF’s positions submit their resume online, and the determination whether or not an applicant is qualified is primarily done through a manual review of resumes.  Going forward applicants to UCSF campus positions will be asked to respond to a few questions tied directly to the requirements of the job they are applying for. Based on responses from applicants, a rating will be developed, and hiring managers and department HR representatives will be able to directly access qualified candidates pre-ranked by the technology. We are in the process of developing materials and “just-in-time” tools to implement the new processes and technology within the next few weeks.

In the meantime, if you have questions or concerns, contact your recruiter or Frank Tastevin, Manager of Recruitment and Workforce Planning, at 476-2703 or ; and/or Larry Hickey, Assistant Director of Human Resources at 476-8057; .

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Employee Notice of Annual Systemwide Payroll Disclosure

As part of the University’s obligation to be transparent and publicly accountable for its conduct, including the way it compensates its faculty and staff, UC is conducting its annual disclosure of systemwide employee compensation for calendar year 2009. This disclosure parallels last year’s payroll disclosure, and is consistent with similar practices at many other public institutions.

The 2009 payroll data will be placed in campus libraries and made available for review upon request. This information will also be available to media upon request. To help explain this information, an analysis of the data has been posted online.

As UC is a public institution, employee compensation is considered a public record under the California Public Records Act. This is reflected in the staff personnel policy in Personnel Policies for Staff Members (PPSM) 80(C).

“Information which is public information and which should be released upon request includes name, date of hire, current position title, current salary, organizational unit assignment, date of separation, office address and office telephone number, current job description, full-time or part-time, and appointment type.”

Academic personnel policy, Academic Personnel Manual (APM) 160-20(b)(4), also states that any “non-personal” information “is public information and is available upon request to any person or entity without limitation.” It defines “non-personal” academic personnel information as including name, date of hire or separation, current position title, and current rate of pay.

The payroll data has been provided to local libraries, and the list of locations for the payroll reports can be found here.

For UCOP employees working in Oakland, the payroll data has been loaded onto a workstation in cubicle 7123 on the 7th floor of the Franklin building, and is available to UCOP employees on a first-come/first-serve basis during regular business hours. UCOP employees interested in a copy of the data may download a copy of the file onto a personal CD or portable USB flash drive.

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UC Retirement Readiness Education Programs

Please pass this on to your colleagues, circulate invitations, post the actual scheduled workshops happening near your location, 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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