University of California, Riverside

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UCR Human Resources is excited to announce their new communication channel – HRcommunications. Subscribe to this listserv and be the first to know about important changes to policy that can have an impact on you, updates to your benefits as well as important HR announcements and programs.

To subscribe, all you have to do is click on the HRcommunications Listserv link. We promise that we will only send you important information to help and support you.

Revised PPSM-63: Investigatory Leave 

On May 16, 2019, the Office of the President issued the revised Personnel Policies for Staff Members (PPSM)-63: Investigatory Leave policy. The policy was revised to clarify the responsibilities of both the employee and university during the investigatory leave process. Two new sections have been added to the policy: Section III.B - Circumstances When Investigatory Leave May Be Warranted, and Section III.C - Written Notice. Additional revisions include updating the investigatory leave action list and providing language and references to intersecting University polices such as Sexual Violence and Sexual Harassment and Discrimination, Harassment, and Affirmative Action in the Workplace.

If you have questions regarding this policy, please send an email to

2019 Staff Engagement Survey

UC is conducting the biennial Staff Engagement Survey to learn more about non-represented (policy-covered) staff impressions about working at the university.

During the week of May 13, a random sample of staff members will receive an email from Willis Towers Watson, a firm conducting the survey on UC’s behalf, with an invitation to take the survey. The invitation is not spam, so please do not delete the email invitation. Read more

Update - An Additional State Added to Law Prohibiting State Funding of Travel to Certain States

AB 1887, prohibits a state agency, department, board, or commission from requiring any state employees, officers, or members to travel to a state that, after June 26, 2015, has enacted a law that voids or repeals existing state or local protections against discrimination on the basis of sexual orientation, gender identity, or gender expression or has enacted a law that authorizes or requires discrimination against same-sex couples or their families or on the basis of sexual orientation, gender identity, or gender expression. (California Legislature)

On April 15, 2019, the California Attorney General (CAG) office added South Carolina to the AB 1887 travel prohibition which previously restricted the reimbursement of travel on state funds to Alabama, Kansas, Kentucky, Mississippi, North Carolina, Oklahoma, South Dakota, Tennessee and Texas. 

Please ensure travelers in your department are aware of these restrictions. The updated UC FAQ is linked for your reference.  Additional information on Assembly Bill 1887 can be located on the following websites: and The business rules in iTravel are being updated to reflect this new restriction. Questions can be directed to

Upgrade from to LinkedIn Learning

On Friday, April 19, UCR Information Technology Solutions (ITS) upgraded to LinkedIn Learning. LinkedIn Learning, which acquired, features the same content but with enhanced capabilities including a more intuitive interface, more relevant content recommendations and more powerful reporting tools. For more information about LinkedIn Learning and how to activate your account, please review the Inside UCR article "Upgrade from to LinkedIn Learning."

PPSM and PPSM II - Technical Edits

On March 5, 2019, the University of California, Office of the President published technical edits to eleven (11) 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.

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

Compensation and Classification Team Assignment Changes

In response to several organizational changes on campus and the Compensation & Classification Team’s continued commitment to strive for a customer centric experience the following Classification Consultant assignments changes are effective as of Monday, March 18, 2019.

Scott Biggerstaff – / (951) 827-1441:

  • ORG17 – Planning & Budget
  • ORG39 – Business & Administrative Services

Jennifer Poliakon – / (951) 827-4720:

All of ORG31 – Provost/Executive Vice Chancellor inclusive of what was ORG36 – Undergraduate Education

For additional information on Classification Consultant Assignments, click here.

Local Procedure 20: Recruitment and Promotion

Local Procedure 20: Recruitment and Promotion was updated and published on February 13, 2019 to include the following:

  • Organizational units will be authorized to approve limited appointments for durations less than three months or less than 500 hours in any 12 consecutive months. Units must ensure compliance and communication to departments and appointees regarding these parameters.
  • Limited appointments designated for durations of less than three months or less than 500 hours in any 12 consecutive months are exempt from the requirement to competitively recruit.

For more information visit Local Procedure 20: Recruitment and Promotion.

Contribution Limits for UC 403(b) and 457(b) Plans Have Increased

Effective January 1, 2019, the contribution limits for employer-sponsored retirement plans have increased by $500. Employees may save up to $19,000 in the 403(b) plan, plus another $19,000 in the 457(b) plan. Employees age 50 or older, may save an additional $6,000 for a total savings of $25,000 in each plan.

To learn more, go to

Equal Employment & Affirmative Action - Interim Director

Human Resources is currently recruiting for an Equal Employment & Affirmative Action Director. During this time, Kristin Branson will be serving as interim Equal Employment Opportunity Manager, responsible for managing discrimination complaints. Olga Snopok will continue her work in support of the campus affirmative action plans.

2018 - 2019 Performance Management 

The 2018-19 Performance Management Process, forms and resources are available for view and use. This year, the performance management forms underwent minor revisions. The revised performance management timeline and additional information on the 2018-19 process can be found on the Performance Management website. Click here to visit the website. Questions on the performance management process or forms should be directed to

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.) 
  3. The Work Number® Access Options for Verifiers
                Option a)
                Option b) 1-800-367-5690
  • UCPath Employer Code: 15975 (Current Employees and former employees who separated in 2017) or
  • UCR Employer Code: 12445) (Former Employees who separated before January 1, 2017

For additional information or questions send an email to or call the UCPath Center at 855-982-7284 (Monday-Friday, 8 a.m. - 5 p.m.  PST) to speak with an associate. 

Click here to view the job aid.

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.

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

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 Talent Acquisition 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





Alex Najera

Interim Associate Vice Chancellor (951)
Judy Abbey

Executive Assistant

Angela Walker

Administrative Assistant


Equal Employment & Affirmative Action

Vacant Director of Equal Employment and Affirmative Action    
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

Lisa Dye

Interim Director of Employee & Labor Relations

Paul Wood

Employee & Labor Relations Representative

Kristin Branson 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

Benita Pleasant-Barrozo

Manager of Employee & Organizational Development  (951)

Seana Nunez-Grider

Trainer (951)

Marilyn Parker

LMS Administrator (951)

Yvonne Yanes

Administrative Assistant Confidential (951)

Talent Acquisition & Diversity Outreach

Sinclair Dickerson Director of Talent Acquisition & Diversity Outreach (951)
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)
Shannon Minter Principal HR Business Analyst

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