University of California, Riverside

Human Resources


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HR Monthly Digest

2018-2019 Winter Holiday Closure

As in previous years, UCR plans to observe a Winter Holiday Closure during the 2018-2019 holiday season.

The campus is scheduled to close beginning Saturday, December 22, 2018 and will reopen on Wednesday, January 2, 2019. Four (4) University-paid holidays will be observed while the campus is closed. However, three days (December 26 through 28, 2018 are considered curtailment leave days and are not paid holidays. For more information, read the campus announcement.

Employee Comment Period - Proposed Revisions to Presidential Policy BFB-RMP-7 Protection of Administrative Records Containing Personally Identifiable Information

The Office of the President has proposed revisions to Presidential Policy BFB-RMP-7, Protection of Administrative Records Containing Personally Identifiable Information. The policy includes the following key issues:

  • Combines and updates BFB-RMP-7, Privacy of and Access to Information Responsibilities; BFB-RMP-11, Student Applicant Records; and BFB-RMP-12, Guidelines for Assuring Privacy of Personal Information in Mailing Lists and Telephone Directories
  • Incorporates the UC Statement of Privacy Principles and Values
  • Clarifies the roles of Privacy Officials, Records Management Coordinators and Information Practices Coordinators

A redline and a clean copy of the proposed policy is available on the website:

Employees covered by this proposed policy who wish to provide comments may contact Mary White at extension 2-2622 or send an email to by Friday, December 14.

Employee Comment Period - Proposed Revisions to Presidential Policy BFB-BUS-46

The Office of the President has proposed revisions to Presidential Policy BFB-BUS-46. The key issues addressed by the proposed revisions to the policy include:

  • The inclusion of the California Department of Motor Vehicles (DMV) Negligent Operator Treatment System (NOTS) as a standard for eligibility to drive on behalf of the University.
  • Implementation will apply to all drivers on University business - not solely employees.
  • Establishment of Vehicle Collision Review Committees to review collisions, determine preventability and promote driver safety awareness.
  • Establishment of guidelines for drivers involved in preventable collisions including training, suspension and potential revocation of driving privileges.

A redline and a clean copy of the proposed policy is available on the website:

Employees covered by this proposed policy who wish to provide comments may contact Mary White at extension 2-2622 or send an email to by Friday, December 14.

Employee Comment Period - Proposed Presidential Policy on the Principles of Accountability with Respect to Financial Transactions

The Office of the President has proposed revisions to Presidential Policy on the Principles of Accountability with Respect to Financial Transactions. The policy is a codification of an existing UCOP financial policy that is currently posted on the Office of the Chief Financial Officer website.

The key issues are:

  • Existing finance policy was rewritten to follow the 2013 Committee on Sponsoring Organizations of Treadway Commission ("COSO") Integrated Control-Integrated Framework;
  • Policy provides an overview of financial accountability, financial management, data integrity, and compliance associated with financial transactions throughout the University. Campuses in turn should develop policies and procedures to ensure these financial transaction accountability principles are met;
  • There is a chart of functions and responsibilities for key areas and roles within the campus, and 
  • There are financial principles that all employees with financial transaction authority redelegated to them should adhere.

Redline copies of the proposed policy is available on the website: 

Employees covered by this proposed policy who wish to provide comments may contact Mary White at extension 2-2622 or send an email to by Friday, December 14.

Employee Comment Period - Proposed Revisions to the Sexual Violence and Sexual Harassment (SVSH) Policy

The Office of the President has proposed revisions to the Sexual Violence and Sexual Harassment (SVSH) Policy. The policy has been revised to address critical concerns identified through feedback received earlier this year from faculty, staff and students from across the system.

In addition, changes have been made as required by the Department of Education’s Office for Civil Rights (“OCR”) in its February 2018 resolution agreement with UC Berkeley and recommended by the California State Auditor in its June 2018 report on UC’s response to SVSH complaints.

A redline and a clean copy of the proposed policy is available on the website:

Employees covered by this proposed policy who wish to provide comments may contact Mary White at extension 2-2622 or send an email to by Friday, December 7.

Nominations for the 2019 Systemwide UC Women's Initiative for Professional Development (UC WI)

Each year UC collaborates with CORO, a prestigious national non-profit leadership development organization, to provide two distinct systemwide development programs for UC faculty and staff - the UC Executive Leadership Collaborative, designed for direct reports to a Dean or Vice Chancellor, and the UC Women's Initiative (UC WI), which is a targeted professional development program designed to prepare more women for advancement within UC.

We are pleased to announce the opening of the nomination process for the 2019 Systemwide UC Women's Initiative for Professional Development.

There will be a total of three southern California cohorts in 2019, taking place as follows:

Cohort 1           January – March, at UCLA
Cohort 2           April- June, at UCI
Cohort 3           September – November, at UCR
Nominations are now being accepted for all three 2019 cohorts, and are due by October 12, 2018.
For additional information on the program, please read the campus announcement.

If you have any questions regarding the program, please contact Jadie Lee at Applications and nomination forms must be submitted electronically to Judith Abbey at

Annual Notices - Substance Abuse: Drug-Free Schools and Communities Act of 1989 and UCR Campus Policy on Substance Abuse in the Workplace

This annual notice provides guidance on relevant standards of conduct that clearly prohibit unlawful possession use and distribution of drug and alcohol substances on campus. Additionally, it provides a description of the applicable legal sanctions, health risks and treatment available to those with substance abuse problems.  For more information, please read the full notice.

University of California, Public Notice Process Under HEERA (UCR — Local 501 — Skilled Trades)

The Higher Education Employer–Employee Relations Act, which governs collective bargaining of higher education employers in the state of California, requires that the university as the employer provide notice to the public before it begins negotiations with an exclusive representative.

The University will convene initial public notice meetings on August 31, 2018, from 8:30–10:30 a.m., and on September 14, 2018, from 9–11 a.m. Both meetings will take place at the Employee and Labor Relations Department Conference Room, University Village, Suite 200, 1223 University Avenue, Riverside, CA 92521.

Emergency Support for UCR Employees Impacted by the Wildfires

The recent California wildfires have impacted many in our campus community. Help is available to all those affected, those who have been evacuated from their homes, and/or have lost their homes or possessions.

Provisions are in place to address situations where employees are unable to complete their regular work schedule due to the fires. Supervisors and managers are encouraged to provide maximum flexibility when considering employee requests including identifying short-term options for telecommuting, alternate work schedule and applicable leaves to provide care for family members directly impacted by the fires. For guidance, please refer to the UCR Administrative Leave policy on the HR web page: PPSM/Corresponding Local Procedures/Guidance webpage – Administrative Leave (UCR).

We would also like to provide information regarding UC and community resources available to UCR faculty and staff impacted by these wildfires.
UC Resources
Emotional Health Support

There are a number of options available to those who need emotional support coping with stress and loss caused by the wildfires. The UCR Faculty and Staff Assistance Program offers counseling and other services; for more information, faculty and staff should visit the UCR Faculty and Staff Assistance Program website or call (951) 781-0510 or (800) 266-0510. You may also call your behavioral health plan for a referral.

Optum Behavioral Health is offering a free emotional-support help line for those affected, regardless of plan membership. The toll-free number (866-342-6892) will be open 24 hours a day, seven days a week, for as long as necessary. Callers may also receive referrals to community resources to help them with specific concerns, including financial and legal matters.

Accessing Retirement Savings for Emergency Expenses

If you or a family member live or work in one of the areas devastated by California wildfires, you may be able to use some of your UC 403(b) or 457(b) Plan funds to help you with expenses and rebuilding. Please contact Fidelity Retirement Services at 866-682-7787 regarding relaxed rules for loans and hardship withdrawals for employer-sponsored retirement savings plans like UC’s.

Please refer to the Summary Plan Descriptions, or contact Fidelity, to learn more about standard loan and hardship distributions available under the 403(b) PlanPDF and unforeseeable emergency withdrawals under the 457(b) PlanPDF.

Replacing Lost Prescriptions

If you have lost an essential prescription medication in the fire, you or your pharmacy may call your pharmacy benefits administrator and request an emergency supply. You may also request a change of address for your home delivery, or a transfer to pick up your prescription at a network pharmacy.

Seeking Medical, Dental or Vision Care

If your medical facility is closed due to the fires, or if you have left the area and are unable to see your usual medical or dental provider, please call your plan’s customer service representative for help finding a provider near you.

Any active VSP member in need of eye care and/or replacement glasses due to the wildfires can call VSP Member Services at 800-877-7195 and have their VSP benefits reinstated regardless of eligibility.

Claims for Loss of Life or Property, Disability

UC faculty or staff who have an auto, homeowner or renter’s policy with California Casualty and have been forced to evacuate their home, suffered smoke damage, or suffered other fire related damage, please call 800-800-9410. Press 4 when prompted or remain on the line to be transferred to a claims specialist who will quickly assist you.

If you are a UC employee impacted by the fires and you have a current disability claim, Lincoln Financial (formerly Liberty Mutual) will support you by:

  • Exercising leniency with regard to providing notice of loss, proof of loss, medical record due dates, and appeal deadlines
  • Accepting a verbal change-of-address (with appropriate information to establish identity)
  • Offering option to activate direct deposit for short-term disability
  • Waiving the 10-day waiting period for stop payment procedures and reissuance of benefits

Lincoln Financial will send a special email message to claimants (who have provided an email address) covering the above information and providing alternate contact information.

Prudential stands ready to assist with any life or AD&D claim issues that might need special handling of any kind.

Contact Information for UC Plans

To access contact information for UC Benefit Plans, including medical, behavioral health, dental and other plans, please visit the UCNet Plan Contacts web page.

Community Resources

The Inland Empire Chapter of United Way – launched a general relief fund for victims of the fire. For more information or to make a donation call (951) 697-4700 or visit their website

The American Red Cross – if your residence was damaged by the fire and you are unable to return to your home, please call (888) 831-0031 and an American Red Cross caseworker will provide you with assistance.

Shelter for Pets - Western Riverside Animal Control is accepting all pets. For more information or to make a donation (e.g., canned/wet food for dogs and cats, reptile food), call (951) 958-7387 or visit

For more information on available resources, call 211.


Questions related to this communication should be directed to the HR Emergency Program Coordinator, Alex Najera,

Employee Comment Period - Proposed Revisions to Personnel Policy for Staff Members (PPSM)-30: Compensation

The Office of the President has proposed a revision to PPSM 30: Compensation. The proposed policy revision will remove the annual salary increase limit from Section III. B.4 of the policy, which states “an employee’s total salary increase in a single fiscal year cannot exceed 25 percent of base salary.” The proposed revision is in support of the University’s commitment to pay equity and in the spirit of Assembly Bill 168.

 A redline copy of the proposed policy is available on the UCnet website:

Employees covered by this proposed policy who wish to provide comments may contact Mary White at extension 2-2622 or send an email to by Monday, September 10.

2018-19 UCR Merit Increases

UCR will implement a 3% merit based salary program for non-represented staff for FY2018-19. Increases will be retroactively effective to July 1, 2018 for monthly and biweekly paid staff. The anticipated payout date reflecting this merit increase is August 22nd for biweekly paid staff and August 31st for monthly paid staff.

In President Napolitano’s communication to UC Chancellors regarding this year’s salary program, she continues to emphasize that salary increases must be based on individual performance and contribution. UCR has been working to create a consistent culture across the campus that provides merit based pay as a mechanism to recognize and incentivize excellent performance and contributions. Based on input from campus workgroups, we have continued to refine our performance appraisal rating process to measure performance against objective behavioral standards and achievement of pre-established goals. Each organizational unit has been asked to calibrate performance ratings for consistent application, in order to recognize and reward truly exceptional work.

For more specific instructions regarding this year's implementation, please review the Merit Program Instructions to Organizational Units.

Updated - Supplement to Military Pay Policy

On July 1, 2018, the University of California, Office of the President updated the Supplement to Military Pay policy. The revision includes additions/update of existing policy language including definitions, compensation, duration, procedures and clarification of existing benefits language.

You can view the updated policy as follows: Supplement to Military Pay policy, UC Policies and UCR Local Procedures webpage, or the UC Presidential Policies webpage.

Updated PPSM-82: Conflict of Interest

The Personnel Policies for Staff Members (PPSM)-82: Conflict of Interest policy has been updated.

The policy links were updated due to the rescission of BFB G-39, which was a list of University Conflict of Interest policies and is now known as the Compendium of Conflict of Interest and Integrity Policies - Guidance. The policy is available on the HR Personnel Policies and Local Procedures website page for you to use as a source of information. If you have questions regarding PPSM-82, please send an email to

Rescission of Two Financial Accounting Policies

The University of California, Office of the President rescinded Financial Accounting Policies BFB-BUS-34 Securing the Services of Independent Consultants, and BFB-BUS-77 Independent Contractor Guidelines. All the relevant and applicable procurement languages from these two policies have been incorporated into the recently revised BFB-BUS-43 Purchases of Goods and Services, Supply Chain Management.

IRS rules regarding the classification of an employee versus an independent contractor formerly contained in BUS-77 is retained, revised, and included as Exhibits in the newly adopted Independent Contractor Guidelines that address federal tax compliance only.

New California Law AB 168 Prohibits Salary History Inquiries

On October 12, 2017, Governor Brown signed into law AB-168 a state-wide ban on employer inquiries into an applicant's salary history. The legislation, which became effective on January 1, 2018, is intended to address inequity in pay practices based on gender and other protected class designations such as race, age and disability. The regulations include the following:

  • Prohibit an employer from relying on salary history information of an applicant for employment as a factor in determining whether to offer employment to an applicant or what salary to offer an applicant.
  • Prohibit an employer orally or in writing, personally or through an agent, from seeking salary history information, including compensation and benefits, about an applicant for employment.
  • An employer must provide the pay scale for a position to an applicant applying for employment upon reasonable request.
How does this new law affect UC?
  • At UCR, questions regarding prior salary have been removed from the employment history section of the employment application in iRecruit. 
  • Salary history will also be suppressed on applications completed prior to December 29, 2017 however, if that historical data is needed for audit purposes, it will be retrievable by Information Technology Solutions (ITS). 
  • Please modify any pre-screening or interview documents you are currently using which contain any questions regarding an applicant’s salary history (including benefits and other compensation) by removing the question(s) or change to inquire about the applicant’s desired salary: “What are your salary expectations for this position?”.

While AB 168 does not apply to applicants whose pay history may be publicly available under federal or state law through, for example California’s Public Records Act or the federal Freedom of Information Act, employers are prohibited from relying solely on prior salary information to justify any disparity in compensation.

How should pay be determined in the absence of prior salary information?

Determining where an applicant should fall within the salary range should be based on their education and experience beyond the minimum qualifications for the role as well as the candidate’s skills, knowledge and abilities to perform the essential functions of the job.  These can be obtained by utilizing behavioral interview questions to ensure that candidates possess the knowledge, skills and abilities to successfully carry out the responsibilities of the position.

For assistance in developing behavioral interview questions, please contact your Talent Acquisition Representative in Central Human Resources.  Once a candidate has been selected for hire, offers can be formulated utilizing the guidance contained in UCR Local Procedure for PPSM 30 and the associated Compensation Calculator.  For additional guidance, you may also reach out to your assigned Total Compensation consultant in Central Human Resources.     

If you have questions, please contact Quincy Kinsey, Director of Talent Acquisition at (951) 827-3127 or by email at

Assembly Bill 168 - UC Updates - February 2018

In support of the University's decision to comply with Assembly Bill 168 (AB 168) as it pertains to staff hiring, Systemwide HR published guidance and information about the law as well as an implementation toolkit on the Systemwide HR webpage. The updates apply to SMG, MSP, PSS, Union and Non-Union staff. For a list of resources or additional information, visit the Systemwide HR webpage.

The University of California adjusted policies and practices to fully implement the changes. For more information on AB-168 click here.

News Archive

Organizational Charts

Human Resources is responsible for managing the overall Organizational Chart process for the UCR campus. This includes providing a web location where the most up-to-date, standardized campus organizational charts can be found.  In addition, the process for submitting changes or updating Organizational Charts is provided.

Organizational Chart Change Request

If you would like to make a change or update your Organizational Chart, please visit the UCR Organizational Charts Change Request page. This page contains the information needed to assist you in processing your change request.

Campus Organizational Charts





Jadie Lee

Associate Vice Chancellor (951)
Judy Abbey

Executive Assistant


Equal Employment & Affirmative Action

Nicole Butts Director of Equal Employment and Affirmative Action (951)
Angela Walker Administrative Assistant

Alexia Whitaker Equal Employment & Affirmative Action Compliance Specialist (951)
Brandon Thomas Equal Employment & Affirmative Action Compliance Specialist

Willis Harris EEO Generalist & Diversity Coordinator

Olga Snopok Equal Employment & Affirmative Action Data Analyst



John-Stephen Henderson Director of Compensation and Benefits (951)
Tina Rodriguez Benefits Lead (951)
Ranada Palmer Health Care Facilitator (951)
Kimberly Grossmann Administrative Assistant Confidential (951)

Total Compensation

John-Stephen Henderson Director of Compensation and Benefits (951)
Scott Biggerstaff Compensation Analyst (951)

Deborah Page Compensation Analyst (951) 827-3128

Jennifer Poliakon Compensation Analyst (951)

Kimberly Grossmann Administrative Assistant Confidential (951)

Disability Management

Demetrius Patrick Disability Management Coordinator (951)

Employee & Labor Relations

Alex Najera

Director of Employee & Labor Relations

Paul Wood

Employee & Labor Relations Representative

Kristin Branson Employee & Labor Relations Representative (951)
Lisa Dye Employee & Labor Relations Representative (951)
Karen Logue Employee & Labor Relations Representative (951)
Michael Duenas Employee & Labor Relations Representative (951)
Mariela Bridges Administrative Assistant Confidential (951)


Clyde Blackwelder



Policy & Communications

Mary White Principal HR Policy & Communication Analyst (951)
Jorge Sanchez HR Data, Program & Communications Specialist (951)

Employee and Organizational Development


Director of Employee & Organizational Development (951)

Seana Nunez-Grider

Trainer (951)

Michelle Elrod

Principal Learning & Development Consultant (951)

Marilyn Parker

LMS Administrator (951)

Yvonne Yanes

Administrative Assistant Confidential (951)

Talent Acquisition & Diversity Outreach

Quincy Kinsey Director of Talent Acquisition & Diversity Outreach (951)
Vacant Employment Representative    
Emma Geach Employment Representative

Paul Pena Employment Representative



Heidie Rhodes UCPath HR Implementation Manager (951)
Puja Pannu UCPath Communication Lead (951)
Paul Pena UCPath Recruitment Coordinator (951)
Lora Lopez Organizational Change Liaison

Shannon Minter Principal HR Business Analyst

Kathleen Cool UCPath Principal Trainer

Lorena Velasquez UCPath SME


Return to Work

Veronica Luna Return to Work Coordinator



Julie Chobdee Benefits Analyst - Wellness (951)
Nicole Vargas Wellness Program Specialist (951)


Ed Marchall Occupational Wellness Specialist (951)

Workplace Health & Wellness

Demetrius Patrick Workplace Health & Wellness Manager (951)
Julie Chobdee Benefits Analyst - Wellness (951)
Clyde Blackwelder Ergonomist (951)
Nicole Collins Wellness Program Specialist (951)
Ed Marchall Occupational Wellness Specialist

Veronica Luna Return to Work Coordinator (951)
Kathy Mosley Administrative Assistant Confidential (951)



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General Campus Information

University of California, Riverside
900 University Ave.
Riverside, CA 92521
Tel: (951) 827-1012

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Department Information

Human Resources
1201 University Ave., Suite 208
Riverside, CA 92507

Tel: (951) 827-5588
Fax: (951) 827-2672