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LinkedInPosts Tagged: Kim Rodrigues
Non-lethal predator wildlife control helps keep livestock safe
Rodrigues initiated a new standard operating procedure (SOP) at Hopland early this year for predator animal control. The policy involves guard dogs, improved fencing and pasture management to protect sheep from coyotes, rather than shooting the predators. Jim Lewers, senior animal technician at HREC, said the "losses have declined" since the new policy was put in place.
Hannah Bird, HREC community educator, said 10 sheep at the center were killed by coyotes in 2015, while 43 were killed in 2014.
Rodrigues told the reporter that it is hard to attribute declines in animal deaths to a single strategy. She hopes to eventually make Hopland a hub for research and information sharing with local landowners on wildlife control.
That effort begins next week. On Dec. 1 and 2, HREC will offer two separate workshops on wildlife management. The first day will include representatives from USDA Wildlife Services, the California Dept. of Fish and Wildlife, and Defenders of Wildlife. On the second day, local ranchers and UC ANR representatives will speak about their chosen methods of wildlife management. Registration is $30 per day. Registration for the two days is separate, and the deadline is Saturday, Nov. 28.
Click here to register for the Dec. 1 workshop.
Click here to register for the Dec. 2 workshop.
Rodrigues named Hopland REC director
We are very happy to announce that Kim Rodrigues has accepted the Hopland Research and Extension Center director position. She has been serving as the interim director for the Hopland REC since July 2014. Her role as permanent HREC director will begin January 2, 2015.
Kim has served UC ANR in several roles, including regional director, county director, UC Cooperative Extension forestry advisor and, most recently, executive director for the Academic Personnel Unit.
We are so pleased that Kim has accepted the position and look forward to her leadership in continuing to build a successful research and extension center.
Bill Frost, Associate Vice President
Lisa Fischer, Associate Director, Research and Extension Center System
View or leave comments for ANR Leadership at http://ucanr.edu/sites/ANRUpdate/Comments.
This announcement is also posted and archived on the ANR Update pages.
Kim Rodrigues to serve as Hopland REC interim director
The REC System is preparing to say goodbye to Robert Timm, director of Hopland REC, on June 30 as he retires from UC ANR. We also say "hello" to Kim Rodrigues as the interim director for Hopland REC. Kim, who is currently executive director for Academic Personnel, will serve as interim REC director from July 7 to September 8, 2014. The combination of her experience as a former UC Cooperative Extension county director and regional director and her expertise in natural resources make Kim a great fit for the interim role at Hopland REC.
Bob Timm spent 27 years of his career providing leadership, direction and operational management of Hopland REC, a REC composed of 5,358 acres of land and 74,100 square feet of buildings, to provide UC researchers and educators with managed and sustainable resources to conduct quality research and extension programs on high-priority statewide and regional issues. We wish Bob well in his retirement.
Lisa Fischer
Associate Director, Research and Extension Center System
View or leave comments for ANR Leadership at http://ucanr.edu/sites/ANRUpdate/Comments.
This announcement is also posted and archived on the ANR Update pages.
Comments on vice provost candidates sought by May 12
UC ANR leaders welcome and encourage your review and comment on the five candidates invited to interview for the UC ANR Vice Provost position. You can review the public presentation portion of the interview process at the links below.
The vice provost candidates gave their presentations on April 30 and May 1. Audio volume can be adjusted at the bottom right corner of Adobe Connect with the slider next to the speaker icon.
http://uc-d.adobeconnect.com/Candidate_01 Candidate #1 – Chris Greer
http://uc-d.adobeconnect.com/Candidate_02 Candidate #2 – Cindy Reeves
http://uc-d.adobeconnect.com/Candidate_03 Candidate #3 – Maria de la Fuente
http://uc-d.adobeconnect.com/Candidate_04 Candidate #4 – Bill Butler
http://uc-d.adobeconnect.com/Candidate_04A Candidate #4A (Additional Q&A)
http://uc-d.adobeconnect.com/Candidate_05 Candidate #5 – Mary Holz-Clause
You are strongly encouraged to provide feedback on each candidate online at https://www.surveymonkey.com/s/QTPK6DF as this is a critical leadership position. In order to be fully considered, please complete your survey no later than Monday, May 12. Videos will not be available online after May 12.
Please contact me at (530) 750-1283 or karodrigues@ucanr.edu with any questions.
Kim Rodrigues
Executive director, Academic Personnel
View or leave comments for ANR Leadership at http://ucanr.edu/sites/ANRUpdate/Comments.
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
View or leave comments for the Executive Working Group
This announcement is also posted and archived on the ANR Update pages.
