Senior Management Group
Positions designated as Senior Management provide leadership requiring the exercise of a high degree of independent judgment in the development of University wide or campus wide policy and program direction and accountability for long-term results.
The President, as executive head of the University, has responsibility for the policies and programs governing the terms and conditions of employment for staff members who hold senior management positions, except for certain actions which are reserved to the Regents and Principal Officers of the Regents as set forth in the Bylaws and Standing Orders of the Regents, and except as delegated by the President to Chancellors, Laboratory Director, and the Executive Vice President—Business Operations.
Please contact the Senior Management Group (SMG) Coordinator for any questions you may have.
Deborah Page, SHRM-SCP
Assistant Director Compensation, UCR Healthcare
Deborah.Page@ucr.edu | Office: 951.827.3125
Senior Management Group Resources
The Senior Leadership Compensation Group (SLCG) includes all employees in the Senior Management Group (SMG) program and all Management & Senior Professional (MSP) employees whose total potential cash compensation is at or exceeds the Indexed Compensation Level (ICL) of $369,200 annually, September 1, 2022.
We are obligated to present an Annual Report on Executive Compensation (AREC) to the Legislature and to the public on the compensation of the University of California’s senior managers. Effective September 1, 2022, the current reporting threshold of total potential cash compensation is $369,200 per annum.
Senior Management Group members are individually responsible for ensuring that the Outside Professional Activities they perform, and compensation received for such activities, do not violate conflict of commitment and/or actual or perceived conflict of interest standards of the University. Documentation and approval request forms for Outside Professional Activities will be required. Where compensation is over $2,500 documentation must be completed by the SMG member and submitted for review and approval by the Approving Authorities before the SMG member announces or engages in the activity.
UCR Senior Management Group (SMG) Process Guide for Gifts and Honoraria
If you are offered a gift or honorarium...
Please determine whether the gift or honorarium is connected to an Outside Professional Activity (OPA), or whether it is part of your job (or faculty) expectations. The Quick Reference Guide provides information and responsibilities for completing the OPA requests. In summary:
Whether or not the activity is considered OPA, you have three options related to the gift or honorarium:
If accepting the gift/honorarium personally, please contact the Conflict of Interest Coordinator, email@example.com, for guidance. Note that per state regulations, as a designated filer under UC's Conflict of Interest Code, the SMG member is prohibited from receiving any honoraria payments from any source of gifts or income that would be required to report on your Statement of Economic Interests. For more information on honoraria, review the UC Conflict of Interest for Form 700 Filers training and the FPPC fact sheet. Certain payments for travel are excluded from the gift limits and honoraria prohibition.
If the institution is willing to donate the gift or honorarium, please contact the Administrative Services & Strategic Executive Team (ASSET) (firstname.lastname@example.org), who will provide the institution with specific information on how and where to donate. ASSET and Advancement Service Gift Administration (email@example.com) will work together to identify the proper donor fund (for a general use purpose) for the donation, creating a new foundation fund within 1-2 days if necessary.
For a printable version, please click the SMG Gift and Honorarium Process.
Total Cash Compensation is calculated based on the fiscal year. Categories of cash compensation are included in determining the Indexed Compensation Level (ICL).
Categories of Cash Compensation to Be Included in Determing the ICL
Annualized base salary (If the employee has a UC appointment at less than 100 percent with no other appointments at UC, the total compensation at that appointment rate will be used and not the conversion to derive a “full-time equivalent” amount, e.g., at 100 percent)
Categories Not to Be Included in the Calculation of Total Cash Compensation