HR Announcements

Pursuant to the California Public Employment Relations Board (PERB) Decision regarding Unfair Labor Practice Charge SF-CE-1435-H

JORGES — Mon, 13 Apr 2026 15:16:07 +0000

Pursuant to the California Public Employment Relations Board (PERB) Decision regarding Unfair Labor Practice Charge SF-CE-1435-H JORGES Mon, 04/13/2026 - 08:16 More HR Announcements April 13, 2026

After a hearing in Unfair Practice Case No. SF-CE-1435-H, American Federation of State, County & Municipal Employees Local 3299 v. Regents of the University of California, in which all parties had the right to participate, the Public Employment Relations Board found that the Regents of the University of California, Los Angeles (University or UCLA) violated the Higher Education Employer-Employee Relations Act (HEERA), Government Code section 3560 et seq.

Clock on this link to view the full notice - Pursuant to the California Public Employment Relations Board (PERB) Decision regarding Unfair Labor Practice Charge SF-CE-1435-H.

New Update Option for Emergency Contact Information in UCPath

JORGES — Mon, 30 Mar 2026 21:59:23 +0000

New Update Option for Emergency Contact Information in UCPath JORGES Mon, 03/30/2026 - 14:59 More HR Announcements March 30, 2026

The recently revised Workplace Know Your Rights notice, which was shared with employees on February 1, 2026, detailed the "Right to Designate an Emergency Contact" for situations where an employee might be detained or arrested while at work.

Effective March 30, 2026, UCPath has added a specific emergency contact relationship category: "Contact if Detained/Arrested". This update enables staff to identify a person to be contacted specifically for work-related detentions or arrests, which can be the same individual as their primary emergency contact or a different person altogether.

Starting March 30, 2026, employees are encouraged to check their UCPath emergency contact settings and make any necessary updates if they wish to designate a contact for arrest or detention scenarios.

We ask that you inform supervisors and managers about this new procedure. It is now a requirement for supervisors and managers to verify UCPath records and notify the designated individual if an employee is arrested or detained.

Furthermore, all employees are encouraged to review their personal email and home address information within UCPath to ensure the accuracy of their records.

Questions related to this communication should be sent to hrpolicy@ucr.edu.

REQUIRED MAINTENANCE: Upcoming ServiceNow Upgrade & System Availability (March 27–29)

pujap — Fri, 06 Mar 2026 22:57:15 +0000

REQUIRED MAINTENANCE: Upcoming ServiceNow Upgrade & System Availability (March 27–29) pujap Fri, 03/06/2026 - 14:57 More HR Announcements March 06, 2026

Dear ITS Staff and Partners,

ServiceNow will be undergoing its annual version upgrade, transitioning from Xanadu to the latest Zurich release. This upgrade ensures our platform remains secure, efficient, and aligned with the latest features. Please share the following schedule and project milestones with your respective departments and users.

What’s New? The Zurich release includes significant advancements in search capabilities, user interface updates, and architectural shifts. Most of this update focuses on ServiceNow’s generative AI platform; however, UCR does not currently subscribe to those specific AI modules.

Maintenance Window & System Availability ServiceNow will undergo the version upgrade during the following window:

Start: Friday, March 27, 2026, at 11:30 PM
End: Sunday, March 29, 2026, at 5:00 PM (PST)

Note: Please expect intermittent service interruptions and performance degradation during this period. We recommend completing any critical tasks in ServiceNow prior to the start of the maintenance window.

System "Code Freeze" (March 16 – March 27, 2026) To ensure data remains synchronized across our environments during the upgrade, we will enforce a Code Freeze from March 16 through March 27. During this time, no new configurations, enhancements, or custom code will be moved into the production environment.

User Acceptance Testing (UAT) We will follow our standard upgrade testing protocol. Key dates include:

Testing Window: March 23 – March 26, 2026.
Environment: UAT will be conducted in the DEV environment.
Next Steps: A follow-up email will be sent once the DEV environment is ready for access.

How to Report Upgrade-Related Issues If you identify an issue during UAT or following the production go-live, please submit a report using the link below and select “Upgrade Related” as the request type:

Report an Upgrade Issue Here

Posting Regarding PERB Decision SF-CE-1482-H

JORGES — Wed, 04 Mar 2026 21:43:41 +0000

Posting Regarding PERB Decision SF-CE-1482-H JORGES Wed, 03/04/2026 - 13:43 More HR Announcements March 04, 2026

Pursuant to the California Public Employment Relations Board (PERB) Decision regarding Unfair Labor Practice Charge SF-CE-1482-H, the University is required to post the “NOTICE TO EMPLOYEES” at all work locations where notices to CX bargaining unit employees are customarily posted.

UCR’s Performance Management Process - 2025/2026 Forms and Resources

JORGES — Mon, 02 Mar 2026 22:45:25 +0000

UCR’s Performance Management Process - 2025/2026 Forms and Resources JORGES Mon, 03/02/2026 - 14:45 More HR Announcements March 02, 2026

It is now the designated period for the completion of the 2025/2026 performance appraisals. This annual appraisal cycle covers the performance period spanning from April 1, 2025, through March 31, 2026. All managers and employees are required to actively participate in this critical process, which is designed to formally appraise employee performance, foster professional development, and align individual contributions with departmental and organizational goals.

Timely completion of all performance management steps is essential to ensure a smooth transition into the next performance cycle.

Background

The University of California’s PPSM-23: Performance Management Policy informs campus locations that the performance of each employee shall be appraised at least annually in writing by the employee’s immediate supervisor, or more frequently in accordance with UCR local procedures and bargaining agreements.

An annual performance appraisal is an opportunity for supervisors and employees to review whether previously discussed:

performance expectations and goals have been met,
to discuss professional development opportunities, and
to identify options for acquisition of additional skills and knowledge to foster performance improvement and career growth.

As the campus prepares for the performance appraisal period, it is important to understand that performance development is an ongoing process of communication between a supervisor and an employee that occurs throughout the year. The communication should include:

The available forms include:

setting objectives,
identifying goals,
providing feedback,
and evaluating results, which would be captured in the overall appraisal.

Appraisal Information and Timeline

2025/2026 Performance Development forms are now available on the HR Performance Management Forms and Documents website.

Performance Appraisal Form
Performance Appraisal Addendum
Supplemental Performance Feedback Form
Goal Agreement Form

For the 2025/2026 performance period, each organizational unit must certify to Central Human Resources by Friday, June 26, 2026, that all staff have received an annual appraisal for the 12-month performance period ending on March 31, 2026. Please visit the HR Performance Management website for further resources including a proposed timeline.

Activity	Proposed Time Frame/Deadline
Supervisor asks employee to complete self-assessment.	Wednesday, April 1, 2026
Employee submits self-assessment to supervisor.	Friday, April 10, 2026
Supervisor completes draft performance appraisal for each direct report.	Monday, April 13 - Friday, April 24, 2026
Internal calibration activities and finalization of performance appraisals.	Monday, April 27 - Friday, May 1, 2026
In-person performance appraisal sessions with employees.	Monday, May 4 - Friday, May 15, 2026
Goal Agreement form is finalized for the next review period.	Friday, June 26, 2026
Organizational units certify performance appraisal ratings and send the Performance Appraisal Certification Letter to Central Human Resources.	Friday, June 26, 2026*

*Extended to ensure timely receipt of certifications and ratings by the deadline. Organizational units are encouraged to collect the final certification and ratings prior to June 26, 2026.

UC Required Training

The current performance appraisal review cycle will end on March 31, 2026. As a reminder, completion of, or failure to complete the following UC-required training must be reflected in the completed Performance Appraisal form and will impact eligibility for any university salary programs:

Safety Orientation
UC Abusive Conduct in the Workplace
UC Cybersecurity Awareness Fundamentals
UC Ethics and Compliance Briefing
UC Sexual Violence and Harassment, Anti-Discrimination, Prevention and Education (SHAPE) Training for Non-Supervisors

Mandatory trainings are available in the UC Learning Center (UCLC). The Manager Guide on UCLC has two resources:

Team Compliance Dashboard - which offers canned reports on assigned training
Advanced Reporting - which offers customizable report templates.

ePER

Specific information and instructions for ePerformance appraisals will be sent to participants using ePerformance.

Questions

Questions on the Performance Management process or performance concerns may be directed to the Performance Management designated email address: performancemanagement@ucr.edu.

Employee and Labor Relations Update on Staffing and Unit Assignments

JORGES — Fri, 20 Feb 2026 15:36:21 +0000

Employee and Labor Relations Update on Staffing and Unit Assignments JORGES Fri, 02/20/2026 - 07:36 More HR Announcements February 20, 2026

Dear Colleagues, I am pleased to announce several changes within the Employee and Labor Relations (ELR) Department.

First, please join me in welcoming Jacob Schiffer, who joined the ELR team this week as our newest Employee Relations Consultant. Jacob transitions from the ASSET team, where he most recently served as Assistant Director of Human Resources. He brings a wealth of HR experience, and we are thrilled to have him on board.

To provide more streamlined services and enhance the quality of our counsel, we have decided to split ER and LR duties into specialized functions. Effective immediately, Karen Logue and Jacob Schiffer will handle staff-side Employee Relations, while Kristin Branson, Cassandra Serrato, Esperanza Steward, and Michelle Calanchini will focus on Labor Relations. In addition to her LR duties, Esperanza Steward will continue to provide advice on Academic ER and academic policy.

Work assignments are distributed as follows, effective immediately:

Employee Relations

Karen Logue: Academic Senate; Auxiliary Services; College of Natural & Agricultural Sciences; Facilities, Planning, Design and Construction; Health, Wellbeing and Safety; Information Technology Services, Palm Desert Center; Planning, Budget and Administration; University Advancement; Research, Innovation and Economic Development; School of Business; School of Medicine; UCR Health; Alianza UCMX.

Jacob Schiffer: Bourns College of Engineering; College of Humanities, Arts, and Social Sciences; Enrollment Services; Graduate Division; School of Education; Intercollegiate Athletics; International Affairs; School of Public Policy; Undergraduate Education; University Extension; University Library; Vice Chancellor Student Affairs.

Esperanza Steward: Academic Appointees.

If your organization is not listed, please contact me directly with any issues.

Labor Relations

Kristin Branson: PA, SA (New Police Sergeants Unit), HX, M5, NX, DX.

Cassandra Serrato: SX, EX, CX, K5.

Esperanza Steward: RA, PX, IX, LX, BX/BR (Administration).

Michelle Calanchini: RX, TX, SV (New SSAP Unit), RP (New RPSP Unit), BX/BR (Bargaining).

As always, please feel free to reach out with any questions or concerns.

Best regards,

Jonathan Connolly
Director of Employee and Labor Relations

Mandatory Workplace Postings – due by April 1, 2026

pujap — Wed, 11 Feb 2026 18:01:41 +0000

Mandatory Workplace Postings – due by April 1, 2026 pujap Wed, 02/11/2026 - 10:01 More HR Announcements February 11, 2026

As part of our ongoing commitment to compliance and maintaining a positive workplace environment, we remind all departments to ensure that all faculty and staff have reasonable access to mandatory workplace posters. It is essential that these posters are displayed appropriately in your organizational unit.

In accordance with university policy, you must submit the Mandatory Workplace Postings — Organizational Unit Certification Form to the Policy team in Central Human Resources.

This form must be completed and submitted via DocuSign or sent by scan/email to hrpolicy@ucr.edu no later than April 1 of each year.

Additionally, any new or revised mandatory posters requiring posting have been updated on the HR Policy Webpage - Mandatory Workplace Posters. The Policy team will notify you if any additional new or revised posters are released in the coming months. Please be sure to stay informed of these updates to ensure compliance.

Should you have any questions or need assistance, feel free to reach out to us.

Thank you for your cooperation.

UCR Catastrophic Leave Sharing Program - We Need Your Help!

pujap — Wed, 04 Feb 2026 18:20:16 +0000

UCR Catastrophic Leave Sharing Program - We Need Your Help! pujap Wed, 02/04/2026 - 10:20 More HR Announcements February 04, 2026

The UCR Catastrophic Leave Sharing Program provides a mechanism for employees to donate vacation hours to employees who have exhausted all paid leave balances due to a catastrophic illness or injury. Employees who have experienced a catastrophic illness or injury may request use of donated hours in order to temporarily continue salary and benefits.

We ask that you consider donating vacation hours through the catastrophic leave program to assist fellow employees. Donations can be made in one-hour increments and a donation of even one hour would be greatly appreciated.

How to Donate Hours

To donate hours, please submit a request through our online portal.

If you have questions regarding the Catastrophic Leave Program, please email catleave@ucr.edu.\

Annual Workplace “Know Your Rights” Notice – SB 294

pujap — Tue, 03 Feb 2026 17:17:19 +0000

Annual Workplace “Know Your Rights” Notice – SB 294 pujap Tue, 02/03/2026 - 09:17 More HR Announcements February 03, 2026

We are writing to share an important employee notification requirement under California law.

Annual Workplace “Know Your Rights” Notice – SB 294

Senate Bill 294, also known as the Workplace Know Your Rights Act, requires employers to provide an annual workplace rights notice to employees.

Beginning February 1, 2026, and annually thereafter, this notice must be distributed to all employees. The notice outlines key workplace rights, including, but not limited to:

An employee’s right to designate an emergency contact
The requirement that the employer notify the designated emergency contact if an employee is arrested or detained at the workplace
Additional protections related to employee workplace rights

Important Note: This notice is not a workplace poster. It must be provided directly to employees (via email, onboarding materials, or other routine distribution methods).

The required notices are available in the following languages:

English Notice: California Workplace – Know Your Rights
Spanish Notice: Lugar de Trabajo en California - Conozca sus Derechos

UC Systemwide Distribution and Additional Notices

UCOP Communications will coordinate the systemwide annual distribution of the California Workplace - Know Your Rights notice. The Survivors of Violence and Family Members of Victims Right to Leave and Accommodations notice will be distributed concurrently and must be incorporated into onboarding materials, provided annually, and made available at any time upon request.

The Survivors of Violence notice must also be provided whenever an employee informs the University that they or a family member is a victim. Systemwide Labor Relations will notify unions accordingly.

Action Required

Please ensure that:

These notices are distributed to all employees in your area
Both notices are incorporated into onboarding materials for new hires

CHR will be working to update the UCR Onboarding Website to include these notices.

If you have questions about distribution or need assistance, feel free to reach out to the hrpolicy@ucr.edu.

Important Update: R’Employee Service Center Launch & Next Steps for HR Partners

pujap — Wed, 07 Jan 2026 23:42:21 +0000

Important Update: R’Employee Service Center Launch & Next Steps for HR Partners pujap Wed, 01/07/2026 - 15:42 More HR Announcements January 07, 2026

Dear HR Partners, SSC Leaders, and Subject Matter Experts,

As we move into 2026, we are prioritizing quality and transparency through the Avanti initiative, a collaborative effort to transform the UCR employee experience by implementing automated technology solutions that streamline processes and enhance service excellence.

The purpose of our recent soft launch was to stress-test the R’Employee Services portal in a real-world environment. Thanks to your active engagement, practicing within the system, and honest feedback, this phase has been a success. You have helped us identify critical technical issues, pinpoint where we need additional guidance, and highlight future enhancements that will make this tool truly "campus-ready."

We have heard you and we’re extending the soft launch.
Your confidence in this system is our top priority. Following a comprehensive review of survey and meeting feedback, and to ensure everyone feels comfortable before we open the portal to the entire campus, we are extending the soft launch period. Our E.T.H.O.S. (Employee success, Technology, Human capital, Operational agility, and Service excellence) dictates that we do not simply launch on time, but that we launch with Service Excellence. This extension allows us to refine the system based directly on the feedback you provided.

The Path Forward: Co-Creation and Validation
We are not simply moving the date; we are using this window to deepen our partnership with you. To ensure a successful launch, we are moving into a phase of Deep-Dive Validation, and we need your expertise and continued engagement to get us across the finish line.

Over the coming weeks, we will be engaging our HR Partners and SSCs in the following:

Extended User Acceptance Testing (UAT): To maximize our time, we will repurpose several upcoming training sessions into hands-on UAT sessions. This will allow us to validate complex, real-world scenarios together.
End-to-End Process Walkthroughs: We will conduct "Process Clinics" to validate the entire journey—from the moment an employee submits a request in the portal to the final processing within the SSC. We must ensure every hand-off is seamless.
Refining the Experience: We will work together to ensure that the portal's communications and workflows reflect our commitment to a person-centered HR experience.

What This Means for Your Teams

January 8th Town Hall: This meeting will proceed as scheduled at 9:00 AM, but the focus will shift. We will provide a Project Progress Update to discuss the feedback we received and how we are incorporating it into our revised plan.
New Launch Date: We are currently evaluating a new go-live date that ensures system stability and avoids peak academic deadlines. We look forward to sharing this updated schedule with you.
Extended Soft Launch: Please continue processing your cases in the live system (hr.ucr.edu/agent). If you do not yet feel comfortable using the live environment, you may use the test environment (ucrsupporttest.service-now.com/now/hr/agent/home) to gain further experience and familiarity with the workflows.
Process Clinics and UAT: Please plan to attend existing meetings and training sessions, as these will be repurposed to perform the process clinics and other testing. Once the technical changes are implemented, we will need your expertise to validate the end-to-end process. We will share more information regarding the schedule for these sessions shortly.

We want to thank you for your honesty and dedication to the Avanti vision. By taking the time to get this right, we are ensuring that the future of HR at UCR is built on a foundation of trust and service excellence.

If you have questions or feedback about the changes, please send an email to hrpolicy@ucr.edu.

Let’s continue moving forward—together.

Sincerely,

S. Alex. Nájera
Chief HR Officer and Associate Vice Chancellor

Matthew Gunkel
Chief Information Officer and Associate Vice Chancellor