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UCSF Staff Recognition and Development Program (SDRP) for Non-Represented Employees 2007-2008

I. Purpose

The purpose of the Staff Recognition and Development Program is as follows:
To recognize employees who have demonstrated outstanding individual and/or team performance in contribution to organizational goals and objectives; and,
To provide for employee development opportunities which will enable an employee or groups of employees to function more effectively on the job and/or enhance an employee’s advancement within the University.

II. Eligibility

All non-represented, non-academic career, limited appointment, and casual/restricted employees are eligible to participate in the Performance Award Program, with the exception of Per Diem appointments which are not eligible.

III. Types of Awards Available

The primary emphasis of this program will be on non-base building, lump-sum cash awards.  In addition to cash awards, the SRDP Program allows for the use of funds for initiatives that directly support staff development and training opportunities however, no more than 50% of the funding allocation can be used for non-cash initiatives. Within the guidelines established by the appropriate Dean or Vice Chancellor, the following are indicative of, but not limited to, the types of awards available:


While the SRDP allows for uniform award payments to staff who have collectively contributed to the accomplishment of pre-defined organizational incentive goals and objectives, an across-the-board distribution of available program funds to all employees within an organizational unit without linkage to specific performance accomplishments is not an appropriate use of these program funds.
Please note that “in kind” awards such as small cash bonuses and/or “Bear Hugs” given on-the- spot for immediate recognition cannot be funded through the Performance Award Program and must be funded through separate departmental funds.

IV. Nomination and Selection Criteria

Awards administered under the SRDP are contingent on the employee’s demonstration of outstanding performance that benefits the department/unit, school, and/or campus in one or more of the following areas:

V. Award Amount

Awards are limited to 10% of an individual’s annual base salary.

VI. Award Funding

Award funding will be approximately 0.89% of payroll for all non-represented staff titles. Departments may utilize additional available funding to supplement this pool; however, programs should be designed to ensure consistency in the application of the award program and eligibility for awards regardless of fund source.

VII. Application and Selection Process

Following the criteria established in these guidelines, a review and selection process will be established by each Dean and Vice Chancellor for their respective areas. The process used by each organizational area should ensure consistency in the selection process and in the application of the selection criteria within the organizational area.

VIII. Deadlines

Each organizational area is encouraged to complete the award process by June 30, 2008. Additional Pay Forms for cash award should be processed by the final payroll deadline in the 2006-2007 fiscal year. Awards for development activities should be processed in accordance with year-end closing schedules.

IX. Reporting

Spending reporting to the Office of the President for the Staff Recognition and Development Program will be developed and produced centrally by the Human Resources Department.  There is no longer a requirement to submit individual departmental spending reports to HR.

X. Other Awards

Departments wishing to administer programs that would include awards to employees covered under collective bargaining agreements must contact their Labor and Employee Relations Analyst in Human Resources to determine current employee eligibility for participation.  Participation by employees in some collective bargaining units will require the provision of detailed notice to the appropriate union.
Departments wishing to develop an award program that goes beyond these guidelines must submit a written proposal to Human Resources prior to implementation. This proposal should include: