University of California, Riverside

Human Resources

Historical Policy/Local Procedure Revisions

Policy/Local ProcedureEffective DateHighlights of Recent Revisions

UCR Local Procedure 20:  Recruitment

November 1, 2009

  1. Establishment of an appointed Affirmative Action Compliance Officer at the organizational unit level to monitor staff recruitment activity and utilizing workforce profile data and applicant/interview pool statistics, and ensuring compliance with affirmative action/diversity guidelines.
  2. Insertion of hyperlinks to forms and resources.
  3. References additional background check procedure for employees who have unrestricted access to radioactive materials in quantities of concern.
  4. References pre-employment physicals which may be required for certain positions.
  5. Applications received after the required posting period will be referred to as expressions of interest.
  6. For applicants not chosen for interview, a reason for non-selection must be provided.
  7. Required vacancy posting period for MSP-level positions is four weeks.
  8. Office of Faculty and Staff Affirmative Action (OFSAA) and Human Resources will co-approve requests for internal recruitment.

UCR Local Procedure 21:  Appointment

November 1, 2009

  1. Include reasons for non-selection in required documentation
  2. Ensure PPS Preparers attend training as appropriate.
    Ensure new hire information is accurately recorded in PPS.

Personnel Policies for Staff Members 14, Affirmative Action

March 17, 2008

  • Expand the special disabled veteran’s category to include all veterans with service-related disabilities. It is proposed that the term "disabled veterans" replaces the term "special disabled veterans."
  • Add a new category of covered veterans (Armed Forces Service Medal veterans) who, while serving on active duty in the U.S. Military, Ground, Naval, or Air Service, participated in a United States military operation for which an Armed Forces service medal was awarded.

Personnel Policies for Staff Members 12, Nondiscrimination in Employment

March 17, 2008

  • The proposed revisions pertaining to nondiscrimination would expand the "covered veterans" protected category to include all veterans with "service in the uniformed services."
  • In addition, the proposed revisions pertaining to nondiscrimination would prohibit retaliation against any employee or person seeking employment for filing a complaint of February 8, 2008 discrimination or harassment pursuant to the University's nondiscrimination in employment policies.

Affirmative Action Policy Statement for University of California Publications Regarding Employment Practices

March 17, 2008


Nondiscrimination and Affirmative Action Policy Regarding Academic and Staff Employment

March 17, 2008


Local Procedure, Policy 36
Position Review Request Form- Proposed Revisions

March 10, 2008

  • The formal utilization of a designated contact for the organizational unit.
  • Additional documentation requirements for Position Review Requests:  the proposed salary upon reclassification and the resulting cumulative fiscal year salary increase.
  • Written justification and approval for retroactive effective dates.
  • Clarification of the appeal process.

Local Procedure, Policy 30
Equity Increase Form- Proposed Revisions

March 10, 2008

  • The formal utilization of a designated contact for the organizational unit.
  • Additional documentation requirements for Equity Increase Requests:  an updated job description (if applicable), the cumulative fiscal year salary increase, and the proposed effective date.
  • Written justification and approval for retroactive effective dates.
  • Clarification of the appeal process.

Recruitment, Local Procedure 20
New Employee Requisition & Recruitment Plan

February 1, 2008

  • The Employee Requisition has been changed to eliminate data duplication with the Job Description and to incorporate the components of a recruitment plan.
  • Each organizational unit should establish its own internal procedure for initiating recruitment and provide a copy to Human Resources.
  • Required recruitment:  Career position, limited position with possibility of becoming career position and contract position with a recurring job assignment (e.g., coach, development officers).
  • Optional recruitment:  Limited position with no potential of becoming a career position and contract appointment positions without a recurring job assignment.
  • Departments who have employees without computer access are required (on a weekly basis) to print the list of vacancies from the web and post in a central location.
  • Exceptions to Recruitment:  This section has been revised to align with Personnel Policies for Staff Members - UC Policy 20: Recruitment and to establish a procedure for approving an exception to recruitment for a limited appointment with no possibility of becoming career.
  • Waivers of Recruitment:  Waivers of recruitment may be granted in special circumstances consistent with equal opportunity and affirmative action objectives.  Human Resources, in consultation with the Affirmative Action Department, may waive recruitment based on policy and criteria specified in this local procedure. It is the University's intent to grant waivers only in limited circumstances.
  • Career Ladder Recruitment:  Positions under recruitment may be advertised with multiple job titles at different levels within a single class series.  UCR Campus procedures are defined.
  • Responsibility:  Section VII has been expanded.
  • The Employee Requisition has been changed to eliminate data duplication with the Job Description and to incorporate the components of a recruitment plan.

Appointment, Local Procedure 21

February 1, 2008

  • If the finalist is a current UC employee, the department shall review the employee’s official personnel file.
  • The department shall complete the Department Record of Interview and submit to Human Resources prior to the final candidate’s start date.
  • To reduce risk, reference checking and validation of candidate’s employment, credentials, and education is required.
  • Definition of near relative is expanded to include step relatives and in-laws.

Professional Development, Policy 50

November 1, 2007

The procedure has been revised to align with the policy issued in January 2006.

  • Exempt employees may be granted 10 paid workdays annually for professional development activities.
  • Non-exempt employees may be granted 80 paid hours annually for professional development activities.

An Individual Development Plant (IDP) must be in place before professional development leave may be granted. If a development activity is being requested that was not listed on the original IDP filed with the supervisor at the time of the employee's performance appraisal, an IDP Addendum form needs to be completed and filed with the supervisor.

Reduced Fee Enrollment, Policy 51

November 1, 2007

Clarifies the procedure for reduced fee enrollment for regular admission, University Extension, and concurrent enrollment.

Catastrophic Leave Sharing

October 1, 2007

  • Revised definition of serious health condition to align with FML guidelines.  Pregnancy disability had been previously excluded as being an eligible condition for catastrophic leave. It is added as an eligible condition.
  • Changes in eligibility requirements for employees requesting donations: employee must not have received any formal disciplinary action for excessive absenteeism during the 12-month period immediately preceding the request for catastrophic leave. 
  • Under certain conditions catastrophic leave may be used during bereavement leave.
  • Limit of 184 hours or one month is set as the maximum amount of donated leave that can be received in a rolling 12-month period beginning on the date leave is first used.
  • If an employee donating hours indicates that they will forfeit the vacation accrual if it is not used immediately, the donation will be considered "priority" and used immediately.
  • Procedural requirement that Human Resources will contact the supervisor of the requesting employee to confirm they are on an approved leave of absence.
  • Revised Request and Donation forms.

Types of Appointments (Partial-Year), Policy 3

August 1, 2007

No substantive changes were made.

Appointments (Contract), Policy 3

August 1, 2007

Clarified the appropriate use of contract appointments. Proposed procedural changes to the requirements for initiating a contract appointment. Clearly defined the roles of the department, organizational unit and Human Resources.

Salary, Policy 30

August 1, 2007

Removed language that previously permitted departments to request exceptions to the restriction on additional compensation for exempt employees; clarified that multiple appointments were permissible only when the combined total does not exceed 100 percent; clarified that appointments associated with a By-Agreement description of service may require a corresponding reduction in the primary full-time appointment so as not to exceed 100 percent time; and the proposed revision to Local Procedure 30, Section II.K. applies to exempt staff employees only.

Overtime, Policy 32

August 1, 2007

Section II.C: Added language that clarifies that whether the secondary appointment is in a non-exempt classification or exempt classification, all hours worked beyond 40 hours during a workweek (whether in the primary or secondary appointment) are paid in accordance with Section V: Premium Overtime; Section V: Changed the title of Section V from “Sample Calculations” to “Calculating Premium Overtime;” and the proposed revision to UCR’s Local Procedure 32, Overtime, applies to non-exempt staff employees only.

Probationary Period, Policy 22

August 1, 2007

* Addition to Section II.A.: The probationary period is completed following six months of continuous service at one-half time or more without a break in service.

* Deletion of “on the first month following six months of continuous service at 50% time or more or a total of 1,040 hours” in Section II.A.

Telecommuting Procedure

July 5, 2007

Provides language which ensures adequate internal controls. Specifically, the eligibility requirements and the roles of the employee, supervisor, department and organizational unit have been clearly defined.

Definition of Terms

January 29, 2007

A definition for domestic partner has been added to the Definition of Terms section in the Personnel Policies for Staff Members (PPSM) so that all references to domestic partner in the PPSM will be consistently defined.

Appointment-Near Relatives

January 29, 2007

Policy 21.G. adds domestic partner to the definition of near relative under this policy, which currently covers spouse, parent, child and sibling.

Death Payments

January 29, 2007

* Adds domestic partner to the beneficiary provision.
* Revises the beneficiary order of succession (in conformance with other employee benefit plans and programs that provide death benefits to employees) to the following order: legal spouse or domestic partner, child or children, parent or parents, or siblings; or if there is no survivor in the foregoing categories, to the estate; or if there is no estate, to the beneficiary designated in the University-paid life insurance policy.

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