1. Human Resources Updates
Daniel Dominguez-Moncada
4/6/16

2. 2016 Merit and Equity Updates (for unrepresented staff ONLY)
a. 3% merit
b. 1% equity
c. Approved by OP
d. Comes from department funds
e. Only career employees are affected
f. Probationary employees are not eligible for the merit or equity review

3. 2016 Merit and Equity Updates (for unrepresented staff ONLY) con’t…
g. Merits are based on most recent Performance Evaluation Ratings 2015; tiered distribution
i. Although we will be utilizing 2015 performance ratings there may be a few instances when managers may opt to complete a current performance evaluation to provide a more current overall rating
h. Equity – there are limited dollars to distribute and therefore this year’s equity distribution may affect just a few employees based upon internal and campus-wide average salary comparisons; recommendation for distribution of equity dollars are reviewed by Daniel, Mary, Susan, Enrique, and Lorel Hiramoto and based up supporting analytical data

4. Career Tracks/Job Families – Unrepresented Staff Only
a. UC campus-wide initiative
b. Linked to another campus-wide initiative to convert all of our payroll systems to Peoplesoft (Berkeley already converted)
c. IT was the first to be reviewed
d. Goal: eliminate title codes not being used; too many title codes across campuses; allows for placement in appropriate job families
Example: Analyst: Finance vs. Executive Support
e. Radiology is in Phase II: Partner with your manager if your job duties have changed significantly

5. Career Tracks/Job Families – Unrepresented Staff Only (con’t)
f. There will be a 2-month Appeals process (Reconsideration Period) and the conversion to new job titles is scheduled to occur in mid-January 2017
g. No salaries are affected with job family placements
h. Please read the HR Update reminders
i. Periodic updates will also be posted on Radiology’s internal website; Newsletter; and Chatter

6. New 2017 Annual Performance Evaluation Process (All Employees)
a. UCSF campus is moving to an annual performance review cycle
b. All employees will be moved to a consistent schedule beginning in March 2017
c. All employees will be following the annual schedule including represented and non-represented
d. There is preliminary discussion that by March 2017 we may have an on- line performance evaluation tool to utilize
e. More updates to follow…….

7. Star Award Program (unrepresented staff) = Obsolete
a. New program is being developed by Human Resources and will be announced in the coming months