Posts Tagged: Academic Personnel Unit

Guidelines for salary increase for academics and non-represented staff

Dear Colleagues,

As announced in the April 8, 2014, ANR Update by UC ANR Vice President Barbara Allen-Diaz, UC ANR Academics and Non-represented Staff Employees will receive a 3 percent salary increase effective July 1, 2014.  In the announcement, the vice president stated that guidelines would be forthcoming.  Attached please find the 2014-15 3 percent salary increase guidelines for academics and non-represented staff.

Should you have questions regarding the salary guidelines, please contact Kimberly Rodrigues, executive director of the Academic Personnel Unit, at karodrigues@ucanr.edu or Linda Marie Manton, executive director of the Staff Personnel Unit, at lmmanton@ucanr.edu.

Kim Rodrigues                                       Linda Marie Manton
UC ANR APU Executive Director             UC ANR SPU Executive Director

 

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This announcement is also posted and archived on the ANR Update pages.

Guidelines for merit increases

Guidelines for merit increases for ANR academics and non-represented staff

Dear Colleagues:

As a follow up to President Yudof’s August 17 letter about merit-based salary increases for academics and staff, the following guidelines outline how the increases will be implemented.

Information about 2011-12 UC merit increases

General

·      As the president’s letter states, the merit program is aimed at helping UC recruit and retain academics, and also to acknowledge non-represented staff for their ongoing dedication and service despite not having received general pay increases for the past several years.

·      While increase percentages will be set based on performance, the total funding available for the merit program will be based on 3 percent of pay for eligible positions.  Due to state funding cuts, merit increases will be funded by a redirection of funds from existing programs.

Eligibility

·      Increases are confined to all academic employees and to staff members who are not represented by a union, and must be based on positive, documented performance.

·      Individual increases will be determined following the completion of annual performance reviews, and will vary based on documented performance.

·      For ANR staff, employees whose latest performance rating is “Does not meet expectations” or “Unsatisfactory” are ineligible for merit increases, and merit increases for those rated “Improvement Needed” or “Partially meets expectations” should be extremely rare, unless there are compelling, extenuating circumstances for an exception which must be approved by the ANR Vice President. For UCOP-based ANR employees, exceptions must be approved by the UC Executive Vice President for Business Operations.

·      Staff employees who were hired, appointed, reclassified or otherwise received any salary increase(s) after January 1, 2011, are ineligible for a merit increase. Any exceptions to this require special approval.

·      Members of the UC senior management group and staff with an annual base salary of $200,000 or more are not eligible for these merit increases.

·      Union-represented employees are not eligible for increases under this program as their wages are governed by collective bargaining agreements.

Effective dates

·      Increases for staff will be effective July 1, 2011, and are expected to appear in November paychecks.

·      Increases for academics will be effective October 1, 2011.

ANR Staff and Academic Personnel Units, in collaboration with the ANR Budget Office and Business Operations Center Payroll, will be working with department managers in the coming weeks to ensure timely and consistent implementation of this program.

If you have any questions, please contact Robert Martinez in ANR’s Staff Personnel Unit at (530) 752-3467 or ramartinez@ucdavis.edu, or Kim Rodrigues in ANR’s Academic Personnel Unit at (530) 754-8509 or karodrigues@ucdavis.edu.

Sincerely,

Kay Harrison Taber
Associate Vice President for Business Operations

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This announcement is also posted and archived on the ANR Update pages.

ANR Training Coordination Advisory Committee

A year ago Associate Vice President for Business Operations Kay Harrison Taber charged a new committee to guide the training coordination process, develop a comprehensive training calendar, and develop priority trainings for ANR academics and staff.

The committee is led by Linda Marie Manton of the Staff Personnel Unit, Kim Rodrigues of the Academic Personnel Unit, and Mike Poe from Communication Services and Information Technology. The Committee members represent several units in ANR with interests in internal training needs and resources to produce training materials. Representatives of the committee recently met with the Executive Working Group for a second time to report their progress and receive feedback.

To help ANR personnel to find training, the committee has established the ANR Training website to serve as a directory. The site will continue to grow and collect more training opportunities as they are discovered or produced. Training is being obtained or developed for specific target audiences: academics, staff and directors. You can use the website’s survey form to make requests or suggestions for internal training to the committee.

The committee is also establishing standards for training development within ANR. Its members can suggest practical delivery methods to teach particular subjects and use varied modes of training delivery including, webinars, face-to-face workshops or seminars, desktop and room-based video conference technology, recorded tutorials, institutes and combinations of modes.

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This announcement is also posted and archived on the ANR Update pages.

Academic Personnel unit, merit & promotion process

New Academic Personnel unit formed

The new Academic Personnel unit has been formed at Davis and is based in the ANR building. Kim Rodrigues, executive director, is leading the unit, which currently includes Carolyn Frazier, director; Andra Strads, analyst; David White, analyst; and Pam Tise, executive assistant.

The tasks they are working on currently include:

• Editing and updating e-books for discussion with Academic Assembly Council’s Personnel Committee.
• Reviewing and implementing APM 315 – Appointment and Promotion section dealing with clarifying expectations, career equity reviews, etc.
• Reviewing the merit and promotion process to reflect ANR organizational changes and to streamline the review process while maintaining academic excellence and reporting the relevancy and related impacts of programs.
• Working closely with the Regional Directors and the current Regional Offices to support the transition and ensure Academic Personnel records are retained appropriately.
• Initiating discussions to develop an Integrated Academic Tracking System for UC ANR.

Merit and promotion process

In the past, merit and promotion packages were reviewed by the Senior Administrative Council (SAC), which was composed of three regional directors and four program leaders, and chaired by the assistant VP.

During this transition year, Kim Rodrigues, executive director of Academic Personnel, will chair the SAC process and complete this merit and promotion cycle to maintain continuity.

In addition to Rodrigues, this year the SAC is composed of Linda Manton, Peggy Mauk, Lucia Kaiser, Terry Salmon, Steve Vasquez and Bill Frost. The SAC makes recommendations to Barbara Allen-Diaz, AVP-Strategic Initiatives and Academic Programs, based on their review and in consideration of county director, regional director and ad hoc input as appropriate.

ANR leadership will develop an open process to form a new review committee and related merit and promotion reviews given ANR’s new structure.

They will begin by gathering input from the Academic Assembly Council’s Executive Committee and Personnel Committee, then obtain broader input with an online survey of academics.

They aim to have the new process in place by August to support the next merit and promotion cycle.

“The process for developing the new review committee and its composition need to be developed in an open and transparent manner,” said Rodrigues. “As AAC liaison for ANR leadership, I am excited to be working with this group to address improved communication and coordination on shared goals.”

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These announcements are also posted and archived on the ANR Update pages.

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