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Human Resources

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Employment - Policy

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Employment Policy

Employment Related Discrimination, Harassment and Affirmative Action in the Workplace

UC Policy

 This system-wide policy establishes the University of California’s framework for preventing and addressing discrimination, harassment, and retaliation (referred to as “Prohibited Conduct”) in order to maintain an inclusive and equitable environment. It defines prohibited behaviors, outlines reporting options, and explains the University’s processes for assessing, investigating, and resolving complaints, including supportive and remedial measures. The policy also emphasizes protections against retaliation, respect for privacy, and the balance with free speech and academic freedom.

Employment Related Discrimination, Harassment and Retaliation Complaint and Resolution

UCR Local Procedure

 This local procedure outlines how UCR implements the systemwide Anti-Discrimination Policy by addressing reports of discrimination, harassment, and retaliation (Prohibited Conduct). It explains reporting options, the role of the Office of Civil Rights, initial assessment steps, and available resolution processes such as alternative resolution, formal investigations, and other inquiries. The procedure also details investigation processes, supportive measures, and how corrective or disciplinary actions are determined and implemented.

UC Reduction-in-Time Policy and Contract

Policy

 This resource outlines UCR’s Employee-Initiated Reduction in Time (ERIT) program, which allows eligible employees to voluntarily reduce their work schedule for a defined period. It explains eligibility criteria, approval requirements, pay and benefits impacts, and program guidelines for departments and employees. The program is designed to provide flexibility while helping the University manage staffing and budget needs.

Contract

 Contract to participate in the Employee-Initiated Reduction In Time (ERIT) Program.

PPSM-20: Recruitment and Promotion

UC Policy

 This system-wide policy establishes the University’s framework for recruitment and promotion for staff positions through fair, competitive, and merit-based practices. It outlines requirements for posting opportunities, evaluating applicants, and ensuring equal employment opportunity in hiring and advancement decisions.
This system-wide policy provides guidance for the appropriate use of social media in recruitment and hiring activities across the University of California. It outlines expectations for lawful, fair, and consistent hiring practices when using online platforms, including privacy, equal opportunity, and nondiscrimination considerations.
This system-wide policy provides guidance for employing student note takers as an accommodation support service. It outlines expectations for recruiting, selecting, compensating, and managing student note takers who assist students with approved accommodation needs.
This system-wide policy provides guidance for employing student note takers as an accommodation support service. It outlines expectations for recruiting, selecting, compensating, and managing student note takers who assist students with approved accommodation needs.

UCR Local Procedure

This local procedure explains how UCR administers staff recruitment and promotion processes under PPSM 20. It outlines campus roles, responsibilities, and procedures for posting positions, reviewing applicants, conducting selection activities, and managing recruitment actions in compliance with University policy. The procedure helps ensure hiring and promotion practices are consistent, equitable, and aligned with campus needs.
The Hiring Bonus Program (HBP) authorizes the use of hiring bonuses for external candidates selected for eligible positions as part of the University’s employment offer, with the goal of attracting highly qualified talent.
The Retention Bonus or Payments Program (RBP) provides targeted payments, separate from an employee’s regular salary, as an incentive to retain key employees and support critical or priority business needs.

PPSM-21: Selection and Appointment

UC Policy

 This system-wide policy establishes the University’s standards for selecting and appointing staff employees through fair, equitable, and merit-based employment practices. It addresses key hiring requirements such as recruitment, candidate selection, background and reference checks, employment eligibility verification, and the management of near-relative employment situations.

UCR Local Procedure

 This local procedure explains how UCR implements PPSM-21 for staff selection and appointments. It outlines campus processes and responsibilities related to recruitment, candidate selection, reference and background checks, employment eligibility verification, and near-relative employment considerations. The procedure helps ensure hiring practices at UCR are fair, consistent, and compliant with University policy.

PPSM-22: Probationary Period

UC Policy

 This system-wide policy establishes the University’s framework for probationary periods for eligible staff employees. It outlines the purpose of probation, expectations for evaluating employee performance and suitability during the probationary period, and the authority to release an employee who does not successfully complete probation.

UCR Local Procedure

 This local procedure explains how UCR administers probationary periods for eligible staff employees under PPSM-22. It outlines campus expectations, responsibilities, and processes for monitoring performance, providing feedback, extending probation when appropriate, and determining successful completion or release during the probationary period.

PPSM-23: Performance Management

UC Policy

 This system-wide policy establishes the University’s framework for managing employee performance through regular feedback, goal setting, and formal performance evaluations. It outlines expectations for assessing performance, documenting evaluations, and supporting employee development and accountability.

UCR Local Procedure

 This local procedure explains how UCR implements performance management requirements under PPSM-23. It outlines campus expectations, responsibilities, and processes for goal setting, ongoing feedback, performance evaluations, and related documentation for eligible employees.

Senior Leadership Development Assessments

UC Policy

 This Regents policy establishes the performance management review process for Senior Management Group (SMG) members, including annual performance evaluations and a five-year leadership development assessment. It outlines goal-setting, performance standards and competencies, rating categories, documentation requirements, and compliance responsibilities. The policy helps ensure SMG performance is reviewed consistently and aligned with University goals, leadership expectations, and policy compliance.

UCR Local Procedure

This local procedure outlines UCR’s five-year review process for eligible employees as part of ongoing performance management and career development practices. It explains review timelines, evaluation expectations, roles of supervisors and employees, and required documentation or approvals. The procedure helps ensure long-term performance reviews are conducted consistently and support employee growth and organizational effectiveness.

Misconduct Check

New employment laws, Senate Bill 791 and Assembly Bill 810, went into effect on January 1, 2025. These laws require applicants for all staff positions to disclose any final administrative or judicial decisions issued within the last seven years from the date of submission of an employment application determining that the applicant committed sexual harassment. All UC campuses must apply these employment law provisions to all academic appointees, staff, student employees, and both athletic and academic volunteers.

The UCR campus has incorporated the new requirements into the hiring process for staff positions effective December 1, 2024. For more information on SB 791 or AB 810, please click on the hyperlinks provided:

  • SB-791 Postsecondary education: academic and administrative employees: disclosure of sexual harassment
  • AB-810 Postsecondary education: hiring practices: academic, athletic, and administrative positions

Interim Guidance on AB 1905

A new bill was signed into California state law that adds section 66284 to the California Education Code effective January 1, 2025 (reference AB 1905 “Public postsecondary education: employment: settlements, informal resolutions, and retreat rights”), and requires the University to adopt a written policy regarding official letters of recommendation, among other requirements, as a condition of receiving state funding.