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UC Riverside

Human Resources

Helping employees maximize their potential

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Numerical Policy Finder


At UCR, clearly defined workplace policies will define the acceptable standards of behavior and serve as a point of reference for various issues.

As an alternative, you can also search for policy by policy number. Simply click on the tab with the beginning letter of the policy name. In addition, we have also included a brief summary of the policy to help guide you in your search.
UC PPSM - General Provisions
Universitywide personnel policies that apply to staff members at the University of California.
UC PPSM 2 - Definitions of Terms
Universitywide personnel policies that apply to staff members at the University of California.
PPSM-2.210: Absence from Work
UC Policy
This systemwide policy provides direction for the accrual, use and recording of all paid and unpaid leave available to eligible Professional and Support Staff (PSS), Managers and Senior Professionals (MSP), and Senior Management Group (SMG) members. In addition, the policy explains the types of time off benefits available to assist employees in managing events requiring time away from work.
UCR Policy

 
(UCR) is committed to administering requests by employees for time off from work fairly and to treat similarly situated employees consistently. While eligibility and leave entitlements vary under Family Medical Leave and California Family Rights and other legislated leave provisions, this local procedure provides direction for the campus to understand the Leave of Absence process at UCR.
UC UCR Administrative Leave - Supplemental Guidelines
UC Policy
Refer to Administrative Leave.
UCR Policy

 
These supplemental guidelines are to be used in situations where unforeseen natural disasters or other emergencies such as wildfires, earthquakes or severe flooding impact an employee’s ability to report to work. Supervisors and managers are encouraged to provide maximum flexibility when considering employee requests, including identifying short-term options for telecommuting or alternate work schedules.
Catastrophic Leave
UC Policy


Refer to the Catastrophic Leave Program.
UCR Policy

 
(UCR) is committed to administering requests by employees for time off from work fairly and to treat similarly situated employees consistently. While eligibility and leave entitlements vary under Family Medical Leave and California Family Rights and other legislated leave provisions, this local procedure provides direction for the campus to understand the Leave of Absence process at UCR.
Holidays
UC Policy


Refer to Holidays.
Leave of Absence
UC Policy


This systemwide policy provides direction for the accrual, use and recording of all paid and unpaid leave available to eligible Professional and Support Staff (PSS), Managers and Senior Professionals (MSP), and Senior Management Group (SMG) members.

Refer to Leaves Related to Life Events.
Military Related Leaves
UC Policy


This systemwide policy provides direction for the accrual, use and recording of all paid and unpaid leave available to eligible Professional and Support Staff (PSS), Managers and Senior Professionals (MSP), and Senior Management Group (SMG) members.

Refer to Military and Other-service Leaves.

In addition, the salary supplement policy describes what is provided to those University academic and staff personnel serving on active military duty in support of an ongoing overseas military mobilization campaign.

Additional information for those going on military leave or on extended military leave is provided on UCnet and the FAQs.
UCR Military Leave

Military Related Leaves & Benefits
This Human Resources presentation describes the type of military leaves available and any associated benefits as well as procedural information regarding compensation benefits coverage during your leave.
Sick Leave
UC Policy


This systemwide policy provides direction for the accrual, use and recording of all paid and unpaid leave available to eligible Professional and Support Staff (PSS), Managers and Senior Professionals (MSP), and Senior Management Group (SMG) members.

Refer to Sick Leave.
Vacation Leave
UC Policy


This systemwide policy provides direction for the accrual, use and recording of all paid and unpaid leave available to eligible Professional and Support Staff (PSS), Managers and Senior Professionals (MSP), and Senior Management Group (SMG) members.

Refer to Vacation Leave.
UCR 


This local procedure for maximum vacation leave accrual shall be used to inform the campus of the requirements and procedures for an employee who reaches the maximum accrual and cannot schedule vacation within 60 working days of reaching the maximum accrual limit due to operational considerations to bring their vacation accrual below the maximum allowed by policy.

  • The Employee Request to Exceed Maximum Vacation Accrual form must be filled out and submitted to your supervisor.
  • The job aid - Request to Exceed Maximum Vacation Accrual Limit & GTE Form Job Aid - transactor describes the supervisor approval process at the campus level before there is an update to UCPath.
  • The job aid - Request to Exceed Maximum Vacation Accrual Limit & GTE Form Job Aid - employee describes the employee steps needed and the approval process at the campus level before there is an update to UCPath.
Work-Incurred Illness and Injury
UC Policy


This systemwide policy provides direction for the accrual, use and recording of all paid and unpaid leave available to eligible Professional and Support Staff (PSS), Managers and Senior Professionals (MSP), and Senior Management Group (SMG) members.

Refer to Sick Leave.
Types of Appointments

The following policies describes the types of appointments covered by personnel policies applicable to employees in the Professional & Support Staff and Managers & SeniorProfessionals personnel groups, and Senior Management Group Members.

UC Policy

This systemwide policy describes the types of appointments covered by personnel policies applicable to employees in the Professional & Support Staff and Managers & SeniorProfessionals personnel groups, and Senior Management Group Members.
UCR Local Procedure
 This local procedure is to provide specific guidance and inform the campus of the procedures for appointing individuals into contract appointments. A contract appointment is established at a fixed or variable percentage of time for up to a four-year duration.
This local procedure provides guidance for a Limited Appointment – an appointment established at any percentage of time, fixed or variable, during which the appointee is expected to be on pay  status for less than 1,000 hours in a period of 12 consecutive months.

This local procedure provides guidance for:

  • Furlough: The scheduled periods during which employees in partial-year career positions are not at work are designated as furloughs.
  • Partial Year Career Appointment: An appointment established at a fixed or variable percentage of time at 50 percent or more of full-time, which is expected to continue for one year or longer, and with regularly scheduled furlough periods.
This local procedure provides guidance on the employment of UCR  students. Student employment is intended to provide financial support and practical experience in the pursuit of the student’s education - work is secondary to the student’s academic and student life.
This policy provides guidance for the use of non-employees (e.g., volunteer services, temporary agency workers).
PPSM-20: Recruitment and Promotion
UC Policy
This systemwide policy describes recruitment requirements for staff appointments in the Professional & Support Staff, Managers & Senior Professionals, and Senior Management Group personnel programs.
These systemwide guidelines describe how to contract out for services where University staff would be displaced.
These systemwide guidelines apply to the use of University social network accounts (such as LinkedIn Recruiter) to identify and recruit candidates for University employment in staff positions.
These systemwide guidelines clarify the two options available for the treatment of student note takers providing services for disability resource programs.
UCR Policy

UCR is committed to hiring a talented workforce through recruitment practices that are fair, consistent, comply with all applicable laws and regulations, and reinforce our campus commitment to the value of a diverse workforce.
This local procedure authorizes granting hiring bonuses to external candidates hired into eligible positions as part of the University’s hiring offer to attract talented external candidates, make the hiring offer market-competitive, and to assist in securing the candidate’s acceptance of the offer.
A Retention Bonus or Payments Program (RBP) is a targeted payment outside of an employee's regular salary that is offered as an incentive to keep a key employee on the job to meet critical and priority business needs. This payment, meant to encourage the employee to stay in their job, keeps an employee from leaving their position for a specific amount of time, and is typically a one-time payment.
PPSM-21: Selection and Appointment
UC Policy
This systemwide policy describes the process for selecting and appointing candidates for employment, including background checks, reference checks, and employment eligibility verification, as well as the employment of near relatives.
UCR Policy
This local procedure describes the process for selecting and appointing candidates for employment, including background checks, reference checks, and employment eligibility verification, as well as the employment of near relatives.
PPSM-22: Probationary Period
UC Policy
This systemwide policy provides direction for conducting performance management and performance appraisals for employees in the Managers & Senior Professionals and Professional & Support Staff personnel groups.
UCR Policy
This local procedure is committed to providing local procedures that describe the terms of the probationary period for employees in the Professional & Support Staff personnel group.
PPSM-23: Performance Management
UC Policy
This systemwide policy provides direction for conducting performance management and performance appraisals for employees in the Managers & Senior Professionals and Professional & Support Staff personnel groups.
UCR Policy
This local procedure is to provide guidance to ensure supervisors conduct appropriate performance management activities and prepare written or electronic performance appraisals of staff employees.
Senior Leadership Development Assessments
UC Policy
This systemwide policy provides the direction and authority for a performance review process that establishes goals and expectations, and reviews the accomplishments of the Senior Management Group members of the University, including the President and Principal Officers of The Regents.
UCR Policy


Pursuant to Regents Policy 7702 ‒ Performance Management Review Process, a five-year senior leadership development assessment of all Senior Management Group (SMG) members will be conducted once every five years. At the discretion of the Chancellor, reviews may be conducted earlier.

This local procedure describes the Performance evaluations which are conducted annually by the direct supervisor for each SMG member.

In addition, this local procedure describes the Five-Year Senior Leadership Development Assessment (LDA) Process. The purpose of this assessment is to provide the Senior Management Group (SMG) member with feedback from a broader perspective than is usual with an annual performance evaluation.
Compensation
UC Policy
This systemwide policy describes compensation, hours of work, and related components for employees in the Managers & Senior Professionals and Professional & Support Staff personnel groups.
UCR Policy
Local guidance on Personnel Policies for Staff Members (PPSM) 30: Compensation is to ensure the campus community is aware of the local guidance on compensation matters.
The Hiring Bonus Program (HBP) is designed to enhance the University’s ability to attract highly qualified external candidates by offering hiring bonuses as part of the employment offer to be more competitive and encourage the candidate to accept the position.

The Retention Bonus Program (RBP) is a targeted payment outside of an employee's regular salary as an incentive to retain key employees by offering a targeted, one-time, non-base building cash payment. This payment serves as encouragement for employees to remain with the University to meet critical and priority business needs.
Incentive and Recognition Award Plans
UC Policy
This systemwide policy provides direction and authority for the development and approval of incentive award plans and recognition award plans under which Manager & Senior Professional (MSP) and Professional & Support Staff (PSS) employees may receive awards.
UCR Policy

 
Also known as STAR Local Guidelines, these guidelines serve as a framework for implementation of cash recognition awards for employees under the Staff Appreciation and Recognition Plan (the “STAR Plan”) at the Riverside campus.
Uniforms and Safety Apparel
UC Policy
The University provides employees with certain protective work clothing and safety equipment and covers the cost of replacement allowances for certain uniforms.
UCR Policy
Local Procedure 35 addresses employees in positions that require certain protective work clothing and safety equipment, and covers the cost of replacement allowances for certain uniforms.
Classification of Employees
UC Policy
The policy and procedures describe classification of a position and the classification review process.
UCR Policy


Positions within an organization are established and classified according to the level and scope of assigned duties and responsibilities, as documented in approved job descriptions. Positions that involve similar duties and responsibilities are grouped together into the same job series. When there are significant changes to the duties and responsibilities of a position, it may be reviewed for reclassification to ensure that the classification remains accurate and appropriate.
Employee Development
UC Policy
The University of California, Riverside (UCR) is committed to the development of employees and supervisors. UCR supports both career-related and job-related professional development activities. It is expected that employees and supervisors meet at mutually agreeable intervals to discuss professional and developmental issues. This local procedure will help employees and supervisors navigate through the process.
UCR Policy
UCR is committed to the development of employees and supervisors - both career-related and job-related professional development activities. It is expected that employees and supervisors meet at mutually agreeable intervals to discuss professional and developmental issues. This local procedure will help employees and supervisors navigate through the process..
Employee Development
UC Policy
This systemwide policy This policy implements the Policy on Reduced Fee Enrollment for University Employees (Regents Policy 7502) regarding reduced fees for all regular status staff members who meet the admission requirements of the University.
UCR Policy
UCR is committed to provide reduced fee enrollment to eligible employees who enroll in regular session courses. This local procedure will help employees and supervisors navigate through the process.
PPSM-60: Layoff & Reduction in Time from Professional and Support Staff Career Positions
UC Policy


This systemwide policy provides direction and authority to effectuate indefinite and temporary layoffs and indefinite and temporary reductions in time when layoffs or reductions in time are necessary to support the University’s business needs.
UCR Policy


In conjunction with the UC policy, this local procedure provides information on is to provide managers and employees information on how to determine when layoffs are appropriate, the evaluation process for layoffs and alternatives to layoffs on the campus.
PPSM-62: Corrective Action - Professional and Support Staff
UC Policy


This systemwide policy describes the types of corrective action – written warning, corrective salary decrease, suspension and demotion – the University may take to address concerns regarding the conduct or work performance of regular status Professional and Support Staff (PSS) employees.
UCR Policy


The local procedure on corrective action shall be used to inform the campus of the requirements and procedures to address concerns regarding conduct or work performance of regular status staff employees.
PPSM-63: Investigatory Leave
UC Policy


The systemwide policy describes the investigatory leave process for employees in the Professional & Support Staff and Managers & Senior Professionals personnel groups, and Senior Management Group members.
UCR Policy


This local procedure, in conjunction with the UC policy, is to provide managers/supervisors guidance on when investigatory leave may be warranted and the required process.
PPSM-64: Termination and Job Abandonment
UC Policy


The systemwide policy describes separation from employment due to job abandonment and the process for terminating career employees in the Professional & Support Staff (PSS) and Managers & Senior Professionals (MSP) personnel groups who are not Officers of the University.
UCR Policy


UCR is committed to administering procedures to provide guidance to employees and managers/supervisors on the separations from employment due to job abandonment and the process for terminating career employees in the Professional & Support Staff (PSS) and Managers & Senior Professionals (MSP) personnel groups at UCR.
PPSM-66: Medical Separation
UC Policy


This systemwide policy and procedures describe the basis for medically separating a non-probationary career (regular status) employee from University employment when the employee can no longer perform the essential functions of the employee’s position with or without reasonable accommodation due to a disability, and reassignment is not an option under Personnel Policies for Staff Members (PPSM)-81: Reasonable Accommodation.
UCR Policy


This local procedure provides guidance on the process for medically separating a non-probationary career (regular status) employee from University employment when an employee can no longer perform the essential functions of the employee’s position with or without reasonable accommodation due to a disability, and reassignment is not an option under Personnel Policies for Staff Members (PPSM)-81: Reasonable Accommodation.
Complaint Resolution
UC Policy
This systemwide policy This policy provides direction and authority to resolve complaints made by employees in the Professional & Support Staff (PSS) and Managers & Senior Professionals (MSP) personnel groups.
UCR Policy

 
This local procedure provides additional information and procedural steps that are not included in the corresponding systemwide policy for resolving complaints made by employees in the Professional & Support Staff (PSS) and applicable Managers & Senior Professionals (MSP).
PPSM-80: Staff Personnel Records
UC Policy


This systemwide policy addresses how the University will establish and maintain staff personnel records. The records will be maintained with accuracy, relevance, timeliness, and completeness, and appropriate and reasonable safeguards will be established by the location to ensure security and confidentiality.
UCR Policy


These local procedures for Personnel Policies for Staff Members (PPSM)-80: Staff Personnel Records are to ensure department records are maintained with accuracy, completeness, and are appropriately and reasonably safeguarded to ensure security and confidentiality. The information contained in this document will provide guidance to departments, managers, supervisors, and HR business partners on when and how to maintain staff personnel records.

 
 
Local Procedure PPSM-80: Giving Employment References
UCR Policy


These local procedures for Personnel Policies for Staff Members (PPSM)-80: Staff Personnel Records are to ensure department records are maintained with accuracy, completeness, and are appropriately and reasonably safeguarded to ensure security and confidentiality.

Within the local procedure, review Release of Records.
PPSM-81: Reasonable Accommodation
UC Policy


These systemwide policy and procedures address the interactive process in which the University engages with employees with disabilities to identify and implement reasonable accommodations that will enable employees to perform the essential functions of their positions.
UCR Policy
This local procedure  confirms UCR's Commitment to procedures that address the interactive process in which UCR engages with employees with disabilities to identify and implement reasonable accommodations when possible.
PPSM-82: Conflict of Interest
UC Policy


This systemwide policy addresses activities by employees in the Professional & Support Staff, Managers & Senior Professionals, and Senior Management Group personnel programs that may be considered a conflict of interest.

This Guidance under the California Political reform Act answers some of the most common questions regarding the receipt of personal gifts under the state Political Reform Act. This guidance only summarizes the law and regulations pertaining to the acceptance of gifts under state law.
UCR Policy

 


This local procedure for selecting and appointing candidates for employment shall be used to inform the campus of the requirements and procedures to select and appoint candidates, conduct background checks, and employment eligibility verification, as well as the employment of near relatives - refer to section Near Relatives.
PPSM-83: Death Payments
UC Policy
The systemwide policy describes a death benefit payable to the beneficiaries of a deceased employee.
PPSM-84: Accommodations for Nursing Mothers
UC Policy
The systemwide policy state that the University will make private space available for lactation purposes and will provide lactation break periods for employees who are breastfeeding (hereinafter referred to as “nursing mothers”).
UCR Policy
These guidelines are to support and assist in facilitating UCR's commitment to providing a supportive environment that enables faculty and staff to express their milk in private, in an appropriate space, and in reasonable proximity to their work and study areas.
Grievance Process for Non-Senate Non-Represented Academic Employees
UC Policy
This systemwide policy provides non-Senate academic appointees the opportunity to present grievances. The use of this policy shall not be discouraged by the University either directly or indirectly.
UCR Policy

 
This local policy provides non-Senate academic appointees the opportunity to present grievances. The use of this policy shall not be discouraged by the University either directly or indirectly.