University of California, Riverside

Human Resources


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HR Monthly Digest

Verification of Employment

UCPATH has a new Verification of Employment job aid that provides step-by-step instructions on how to obtain verification of employment for both current and former UCR employees.

Current employees have two types of employment verification processes available:

  1. Log into UCPath Online to generate a one-page employment and salary verification summary for personal use.
  2. Use the WorkNumber, a third-party provider of employment and income verification, to generate an Employment Data Report for personal use, or to provide verification of employment or income to a verifier (e.g., bank, leasing agent, future employer, etc.)

Former employees can call the UCPath Center at 855-982-7284 (Monday-Friday, 8 a.m. - 5 p.m.  PST) to speak with an associate. 

For additional information or questions send an email to

Click here to view the job aid.

Formal Review and Employee Comment Period - Proposed Revisions to PPSM-63: Investigatory Leave

The Office of the President has proposed revisions to Personnel Policy for Staff Members (PPSM)-63: Investigatory Leave. The proposed policy revisions are intended to clarify the university's investigatory leave process. Additional revisions include updating the investigatory leave actions list and providing language and references to intersecting university policies.

Redline and clean copies of the proposed policy are posted on UCnet at:

Employees covered by this policy who wish to provide comments may send an email to by Wednesday, February 20, 2019.

California Minimum Wage

Effective January 1, 2019, the California Minimum Wage will increase from $11.00 per hour to $12.00 per hour.  In addition to the UC Fair Wages/Fair Work Poster, the 2019 state minimum wage notice must be clearly posted where employee notices are displayed.  Click here to view/print the notice.

PPSM and PPSM II - Technical Edits

The University of California, Office of the President made technical edits to fifteen (15) UC policies. The technical edits ensured gender pronouns were removed from the policies listed below and replaced with gender neutral language. Additional technical edits include updates to document links, office titles and typographical amendments.

PPSM-21: Selection and Appointment
PPSM-22: Probationary Period
PPSM-23: Performance Management
PPSM-30: Compensation
PPSM-34: Incentive and Recognition Award Plans
PPSM-35: Uniforms and Safety Apparel
PPSM-50: Professional Development
PPSM-60: Layoff and Reduction in Time from PSS
PPSM-62: Corrective Action
PPSM-64: Termination and Job Abandonment
PPSM-70: Complaint Resolution
PPSM-80: Staff Personnel Records
PPSM-84: Accommodation for Nursing Mothers
PPSM-II-42: Disability Leave
PPSM-II-71: Senior Management Supplemental Benefit Program

If you have questions regarding these policies, please send an email to

Making Excellence Inclusive

2019 Chancellor's Diversity Certificate Program

The Making Excellence Inclusive (MEI) Diversity Certificate Program is a seven-month program in which participants learn about the complexities of UCR’s diversity challenges.

This program will guide participants through a series of learning activities designed to make the subject matter “come to life.” The program is developed around the belief that individuals learn most effectively when they discover, understand and apply their new knowledge to the real world situations they face in the university environment.

Eligible participants must have:

  • Completed their probationary period
  • Endorsement for participation from their department.
    • Please be sure that you and your supervisor are willing to make the necessary commitment for successful completion of the program.
When is it
  • The MEI program runs from January 2019 through August 2019.
  • Application deadline:  January 14, 2019

This program is being sponsored by the Office of the Chancellor, Associate Vice Chancellor for Diversity and Inclusion and UCR Human Resources.

For more information about the program, session topics and dates and eligibility requirements, please view the Making Excellence Inclusive brochure.

Revised PPSM Policies: PPSM-20: Recruitment and Promotion, PPSM-21: Selection and Appointment, and PPSM-30: Compensation

Effective November 20, 2018, the Office of the President issued revisions to PPSM Policies: PPSM-20, PPSM-21, and PPSM-30. The revised policies are available online on the HR Policies and Local Procedures website as well as on the Office of the President website

If you have questions regarding these policies, please send an email to

UC support for those affected by the California wildfires    

President Janet Napolitano has released an announcement regarding the impact of the wildfires on UC employees and students.

As California's destructive fire season continues, UC’s benefits partners have reaffirmed their commitment to meeting the needs of those affected by the wildfires throughout California. If you need extra assistance, please contact your plan directly. Contact information is available at the UC Plan Contacts web page. Customer service representatives will do their best to offer the help you need as quickly as possible.

Accessing your 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) Plan PDF and unforeseeable emergency withdrawals under the 457(b) Plan PDF.

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. Individuals without VSP coverage needing eye care assistance can contact their local American Red Cross chapter and request a free VSP eye care voucher.

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. Please contact your Faculty and Staff Assistance Program or 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.

Legal Resources to help your recover

Regardless of whether you have legal insurance through UC, you can visit for resources to help you with the legal and financial issues caused by a fire. The site includes how to protect your rights as a homeowner or renter, who to contact for assistance, what to do if you’re the victim of a scam and more.

If you’re a current ARAG legal insurance member, please call ARAG Customer Care at 800-828-1395 or send an email to for help in dealing with this disaster.

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

PPO plans
  • Medical and pharmacy (Anthem): 844-437-0486
  • Behavioral health (Anthem): 844-792-5141
HMO plans
Medical and pharmacy
  • Health Net Blue & Gold: 800-539-4072
  • Health Net Seniority Plus: 800-539-4072
  • Kaiser Permanente: 800-464-4000
  • Kaiser Senior Advantage: 800-443-0815
  • Western Health Advantage (WHA): 888-563-2252
Behavioral health
  • Optum Behavioral Health (Health Net Blue & Gold, Kaiser Permanente, WHA): 888-440-8225
  • Kaiser: Call your local clinic
Other plans
  • Delta Dental: 800-777-5854 (PPO); 800-422-4234 (HMO)
  • Vision Service Plan (VSP): 866-240-8344
  • California Casualty: 800-800-9410
  • Lincoln Financial (formerly Liberty Mutual): 800-838-4461
  • Prudential: 800-524-0542
  • Fidelity Retirement Services: 866-682-7787 

You may also access this information via UCnet: Emergency Support from UC's Benefits Plan webpage.

Local Procedure 80: Staff Personnel Records

Local Procedure 80: Staff Personnel Records, which applies to staff employees in the Professional & Support Staff and Managers & Senior Professionals personnel groups and to Senior Management Group members was revised and published on October 23, 2018. The local procedures align with the University's objectives to ensure staff personnel records are maintained with accuracy, relevance, timeliness, and appropriate and reasonable safeguards to ensure security and confidentiality. For more information visit UCR Local Procedure 80: Staff Personnel Records.

Local Procedure 20: Recruitment and Promotion

Local procedure 20: Recruitment and Promotion, which applies to staff employees in the Professional & Support Staff and Managers & Senior Professionals personnel groups and to Senior Management Group members was revised and published on October 8, 2018. The local procedures align with the University's affirmative action and equal employment opportunity objectives, clearly state when recruitment is and is not required, and allows for internal promotion without recruitment when applicable criteria are met. For more information visit UCR Local Procedure 20: Recruitment and Promotion.

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.

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

Willis Harris EEO Generalist & Diversity Coordinator

Olga Snopok Equal Employment & Affirmative Action Data Analyst

Vacant Equal Employment & Affirmative Action Compliance Specialist    
Vacant Equal Employment & Affirmative Action Compliance Specialist    


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


Principal Learning & Development Consultant    

Seana Nunez-Grider

Trainer (951)

Marilyn Parker

LMS Administrator (951)

Yvonne Yanes

Administrative Assistant Confidential (951)

Talent Acquisition & Diversity Outreach

vacant Director of Talent Acquisition & Diversity Outreach    
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)


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)
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