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UC Riverside

Human Resources

Helping employees maximize their potential

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Employment Policy
Employment Related Discrimination, Harassment and Affirmative Action in the Workplace
UC Policy
The University of California (“University”) is committed to maintaining a community dedicated to the advancement, application and transmission of knowledge and creativee ndeavors through academic excellence, where all people who participate in University programs and activities can work and learn together in an atmosphere free of discrimination, harassment, and retaliation.
Employment Related Discrimination, Harassment and Retaliation Complaint and Resolution
UCR Policy
UC Riverside (UCR) is committed to creating and maintaining an environment in which individuals can work and learn together in an atmosphere free of all forms of discrimination and harassment. UCR will respond promptly and effectively to reports of discrimination, harassment, and retaliation and to correct or remedy misconduct found to have occurred, including through disciplinary action when appropriate.
UC Reduction-in-Time Policy and Contract
Policy
The Employee-Initiated Reduction In Time (ERIT) Program is an optional tool that locations and organizational units may choose to implement as a flexible work resource and provides an opportunity for employees to voluntarily reduce their current appointment percentage and corresponding pay.
Contract
Contract to participate in the Employee-Initiated Reduction In Time (ERIT) Program.
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 Local Procedure

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 Local Procedure
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.