Human Resource Strategies for The New Millennium ABOG Conference April 18, 2000 Dr. Lubbe Levin Assistant Vice President Policy, Planning and Research University of California Office of the President

Changing Environment at UC California’s economy Managing for prosperity in lieu of scarcity Tidal Wave II Student enrollment growth Faculty recruitments Staff workforce trends

Changing UC Workforce Age distribution Length of service Ethnic/gender representation Labor relations environment

Total Workforce Headcount 161,735 Academic – 42,185 Staff – 99,040 Ladder Rank Faculty and Equivalents – 7,604 Other Academics – 15,026 Graduate Students – 19,555 Staff – 99,040 Staff and Management – 74,209 Students (Casual/Restricted) – 24,831 DOE Laboratories – 20,510 Lawrence Berkeley National Laboratory – 3,555 Lawrence Livermore National Laboratory – 8,013 Los Alamos National Laboratory – 8,942 Data as of October 1998

Full-Time Equivalents (FTE) Total Workforce Full-Time Equivalents (FTE) Academic – 29,740 Ladder Rank Faculty and Equivalents – 7,473 Other Academics – 12,222 Graduate Students – 10,045 DOE Laboratories – 17,444 Lawrence Berkeley National Laboratory – 2,640 Lawrence Livermore National Laboratory – 6,999 Los Alamos National Laboratory – 7,805 Staff – 70,148 Senior Management – 313 Management and Senior Professionals – 3,619 Professional and Support Staff – 66,216 Data as of October 1998

Staff Personnel Headcount The University’s staff of more than 99,000 plays a significant role in supporting the University’s mission of teaching, research, and public service through quality administrative, professional, and managerial contributions Management and Senior Professionals – 4,097 (4.1%) Senior Management – 318 (.3%) Professional and Support Staff – 94,625 (95.6%) Excludes DOE Laboratory Personnel Data as of October 1998

Staff Headcount and Full-Time Equivalents (FTE) Includes all non-represented and represented staff; excludes DOE Laboratory Personnel October 1988 – October 1998 FTE Headcount 70,149 99,040 70,372 99,198 68,528 68,267 66,818 65,813 67,045 65,984 65,805 63,003 60,254 96,619 96,030 93,731 92,202 92,767 91,347 88,862 87,517 82,270 1998 1997 1996 1995 1994 1993 1992 1991 1990 1989 1988 Data as of October 1998

Age Distribution of Staff Employees The average age of all UC staff is 36 years; The average age of career staff is 42 years 13% 39% 26% 20% 35% 23% 15% 3% Age <30 30–39 40–49 50–59 60+ Career Staff – 56,440 All Staff – 99,040 Data as of October 1998

Length of Service of Staff Employees The average length of service for career staff is 8 years 40% Career Employees – 56,440 22% 17% 10% 6% 5% 0–4 5–9 10–14 15–19 20–24 25+ Length of Service reflects years since most recent date of hire (not equivalent to UCRS Service Credit) Data as of October 1998

Minorities As a Percentage of the Staff Workforce Minority representation has increased steadily over the past decade 37.2% 38.5% 41.3% 42.1% 43.5% 44.9% 45.8% 46.6% 47.1% 40.0% 1988 1989 1990 1991 1992 1993 1994 1995 1996 1997 1998 Data as of April 1998

Ethnic Groups as a Percentage of the Workforce Includes all non-represented and represented staff; excludes DOE Laboratory Personnel (July 1997 – June 1998) The University’s staff workforce reflects the rich diversity of California’s population 1988 American Indian (0.7%) Asian (14.8%) Black (10.8%) Hispanic (11.0%) White (62.7%) 1998 American Indian (0.8%) Asian (21.3%) Black (9.6%) Hispanic (15.4%) White (52.9%) This chart excludes employees for whom ethnicity is unknown Data as of April 1998

Staff Career Employees by Gender (Headcount) Professional and Support Staff (Nonrepresented and Represented) – 51,497 Male – 18,004 (35%) Female – 33,493 (65%) Management and Senior Professionals – 2,942 Male – 1,448 (49%) Female – 1,494 (51%) Senior Management – 305 Male – 222 (73%) Female – 83 (27%) Career Employees: Female = 64% Male = 36% All Staff: Female = 62% Male = 38% Data as of April 1998

Key Objectives: HR Strategies for the New Millennium Recruit the Best Motivate Retain Skilled Employees

HR Strategies for the New Millennium 1. Leaders at All Levels

2. The Value of Recognition HR Strategies for the New Millennium 2. The Value of Recognition

HR Strategies for the New Millennium 3. High Performing Teams

HR Strategies for the New Millennium 4. Focus on Learning

HR Strategies for the New Millennium 5. Mentors and Coaches

HR Strategies for the New Millennium 6. Flexible Benefits

7. Productive Work/Life Environment HR Strategies for the New Millennium 7. Productive Work/Life Environment

Becoming the Employer of the Future Building Faculty/Staff Partnerships Valuing People Achieving Common Goals Communicating the University’s Competitive Advantage