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									                                                               Service Level Agreement
                                                         UCSF UCOP Human Resources Affiliation


Overview

The Human Resources Department at UCSF will provide Human Resources Services to the Office of the President. The services will transition during FY 08-09
from the current HR organization within Human Resources and Benefits at OP to the HR department at UCSF, with the understanding that all services will be
provided by UCSF HR by 7/1/2009.

The service level agreement contains the following sections:

I:      Assumptions

II:     Staffing Model

III:    HR Statement of Strategy

IV:     Service Descriptions and Performance Measures by Service Line:

            Director
            Labor and Employee Relations
            Staffing
            Compensation
            Benefits
            Temporary Employment
            Faculty Staff Assistance Program
            Disability Management Services
            HR Information Systems
            Training and Development




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I: Assumptions

UCOP will be a smaller, more efficient organization. The staffing model developed by UCSF HR was based on the assumption that there will be approximately
1000 employees at UCOP after the current UCOP re-organizations are complete. It is understood that the UCOP re-organizations will be largely completed by
July 1, 2009. If the UCOP re-organization extends beyond FY 08-09, or if the other key assumptions prove to be substantively incorrect, service levels and
staffing will need to be re-considered.

By July 1, 2009, the UCSF HR department will provide comprehensive HR services to UCOP in the same or similar way services are provided to the UCSF
campus, recognizing that key systems issues will be resolved by the end of FY 08-09 (i.e. payroll data integration, applicant tracking).

UCSF will require on-going support of UCOP leadership during and after the transition to make the affiliation a success.

HR Services provided to UCOP do not included services that may be provided to organizations leaving OP to join other campuses (e.g. Continuing Education of
the Bar). Costs and service delivery to those organizations will be determined independent of the UCSF-UCOP HR affiliation.


II: Staffing Model

UCSF will add 12 FTE career positions to provide HR services to UCOP. The attached staffing presentation (Appendix 1) provides organizational charts by unit
describing the new staff added to the UCSF HR organization.

The HR Director for UCOP will be located at UCOP. Additionally, UCOP will have 3 fully equipped offices available for UCSF HR staff to use as needed to
conduct business on site at UCOP. All other career positions added at UCSF will be located at UCSF by 7/1/2009.

Interim HR positions at UCOP will be needed during FY 08-09 to maintain current UCOP HR services (i.e. staffing, EAP, benefits, payroll entry update,
ergonomics, temporary employment) until the transition is complete. An IT project manager will be added as a one year interim position. Depending on the need
to develop department level HR functions and/or the needs related to the transition of payroll/benefits related functions, a one year interim HR generalist may
also be added to UCSF HR.

UCOP Departments will have department HR functions (performed by Strategic Resource Coordinators or other department HR staff ) to provide a primary
interface between the UCSF HR department and UCOP staff and managers.

All records and documents related to HR support to UCOP will be transferred to UCSF as UCSF assumes responsibility for the provision of services to UCOP.




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III:    HR Statement of Strategy

Mission why we exist
    We provide quality human resources services to attract, develop, motivate, and retain a diverse workforce within a supportive work environment. We do
        this with an emphasis on customer service based on consultation and communication with members of the UCOP community.

Vision what we want to be
     Provide the highest quality support services to make UCOP the institution of choice for learning and working.

Values what we believe in and how we will behave
     Ethics and Integrity-Supportive Work Environment-Diversity-Customer Service-Innovation and Quality-Teamwork and Collaboration-Champions of
        Change-Effective Communications-High-Performance/Maximum Accountability-Fun.

Strategy what our competitive game plan will be
     HR will complete specific initiatives in support of UCOP's strategic priorities through delivering seamless, integrated services.




                          Confidential                                       Page 3                                         7/19/2010
IV: Service Descriptions and Performance Measures by Service Line

Director

UCSF HR Performance Metric

       The HR Director will be available for consultation and problem resolution at UCOP M-F, 8:00 a.m. to 5:00 p.m.
       Prompt response, within 24 hours, and thorough coordination will be provided to assure high quality and effective services
       Services will be delivered within the cost parameters of the business case (See Attachment #3, Huron Business Case)
       Manage Employee Opinion Survey, including distribution of results to UCOP leaders
       An Annual Report of key HR measures will be provided to key leaders at UCOP by 12/30/2009; and annually thereafter

UCSF HR Target

       Positive client satisfaction as determined by post implementation feedback from clients
       Cost Parameters are met
       HR Annual report completed on time


UCSF HR Service                                                                       Department HR Responsibilities
The HR Director’s office at UCOP will serve as the primary liaison between UCOP           Participate in HR Advisory capacity to elevate HR issues to
Management and the UCSF HR Director. Primary functions will include Employee                 UCSF HR. Advisory group members will be identified in
Relations coordination, consultation with managers, coordination between Strategic           consultation with Sr. Leaders and key stakeholders at UCOP.
Resource Coordinators and UCSF HR, and assurance of quality and effective HR
service delivery.

It is recommended that UCOP staff and managers be invited to participate in a
second UCOP Employee Opinion Survey in fall 2009.

Investigations Group (IG) member. The IG will address whistleblower complaints
and high profile issues




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Labor and Employee Relations

UCSF HR Performance Metric

   Dedicated Labor and Employee Relations Analysts will be available for consultation and problem resolution M-F, 8:00 a.m. to 5:00 p.m.
   Meetings and on-site consultations will be scheduled promptly at UCOP as needed and include regular office hours, two days per week
   Prompt response, within 24 hours, and thorough coordination will be provided to assure high quality and effective services
   Policy and contract interpretations will be accurate and communicated effectively
   UCOP concerns will be represented at the system wide bargaining table team by UCSF bargaining members

UCSF HR Target

   Positive client satisfaction as determined by post implementation feedback from clients.



UCSF HR Service                                                                          Department HR Responsibilities
Provide general advice and consultation regarding best supervision practices;                Consult with L/ER when issues arise.
provide advice regarding staff performance, attendance or conduct problems.                  Investigate initial performance/conduct issues as appropriate or
                                                                                                otherwise gather relevant facts necessary to making informed and
                                                                                                fair decisions with UCSF L/ER regarding follow-up.
                                                                                             Draft counseling memos, disciplinary letters and other types of
                                                                                                documentation of performance/conduct issues.
                                                                                             Manage, counsel or discipline employees with
                                                                                                performance/conduct problems.
                                                                                             Where discipline implicates employment status or pay, process
                                                                                                those actions.
                                                                                             In partnership with UCSF L/ER, where discipline involves
                                                                                                suspensions of a specified length, demotion or dismissal, appoint
                                                                                                a Skelly official (usually one level up from the supervisor issuing
                                                                                                the discipline) who will review the proposed action and render a
                                                                                                decision as to the propriety of such action.
Interpret union contracts, agreements & UC policy and procedures and ensure                  Initially review relevant contract/policy provisions.
compliance with local, state and federal labor and employment laws.                          Consult with L/ER where contract/policy provisions do not
                                                                                                provide a clear answer.
Administer the formal dispute resolution processes (contractual grievance                    Provide information necessary to respond to grievances.




                          Confidential                                          Page 5                                        7/19/2010
procedures and complaint resolution procedure under the Personnel Policies for          Participate in grievance meetings as management representatives.
Staff Members), including handling grievances (excluding appeals to arbitration);       Collaborate with L/ER to determine when grievances should be
respond to and investigate staff concerns, complaints and grievances.                    resolved early on or when it is important to uphold management’s
                                                                                         position.

Negotiate and implement labor contracts and other agreements that cover Office of       Ensure that OP concerns/issues are represented at the system-
the President employees.                                                                 wide bargaining table.
                                                                                        Notify L/ER of issues that will require union notice.
                                                                                        Participate in meetings (discussions or negotiations) with unions
                                                                                         when necessary.
                                                                                        Assist in gathering of information responsive to union
                                                                                         information requests.
Administer layoff procedures (provide consultation and guidance, review                 Prepare and submit layoff proposals.
proposals, provide layoff communication language and template).                         Calculate seniority points for affected classifications.
                                                                                        Manage, with L/ER’s support, the “bumping” process to identify
                                                                                         employee(s) to be laid off.
                                                                                        Input dates and data into layoff communication template and
                                                                                         input data as needed for associated documents (e.g., severance
                                                                                         election forms).
                                                                                        Inform employees of layoff and issue layoff notices.
                                                                                        Send copies of layoff notices to unions as required.

Guide departments through the FMLA process                                              Determine employee eligibility to take FML and other types of
                                                                                         leave.
                                                                                        Send employees information regarding their eligibility for FMLA
                                                                                         and rights and responsibilities under FMLA and other leave laws.
                                                                                        Designate leave in accordance with legal requirements.
                                                                                        Process leaves through payroll system in coordination with the
                                                                                         BRC.
                                                                                        Track employees’ leave.
                                                                                        Communicate circumstantial changes to employees on leave –
                                                                                         e.g., exhaustion of paid leave and need to pay employee
                                                                                         contributions directly.

Provide representation in the system-wide collective bargaining process                 Provide feedback regarding issues being discussed at the system-
                                                                                         wide bargaining table.




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                                                                                            Notify L/ER of issues that will require union notice.
                                                                                            Participate in meetings (discussions or negotiations) with unions
                                                                                             when necessary.
                                                                                            Assist in gathering of information responsive to union
                                                                                             information requests.
Respond to questions about collective bargaining and union activity; respond to             Provide feedback regarding issues being discussed at the system-
union information requests and public records act requests.                                  wide bargaining table.
                                                                                            Notify L/ER of issues that will require union notice.
                                                                                            Participate in meetings (discussions or negotiations) with unions
                                                                                             when necessary.
                                                                                            Assist in gathering of information responsive to union
                                                                                             information requests.
Develop local policies to supplement UC system-wide policies and address local              Make L/ER aware of policy development/modification needs.
needs and concerns.                                                                         Provide feedback as policies are developed.

Conduct investigations into complex employment matters.                                     Cooperate in investigations and provide needed information.




Assumptions:

       Advocacy and Investigations (EEO, Sexual Harassment and related investigations) related to UCOP L/ER matters would be outsourced.
       Similarly, external sources or support will be required if significant Labor and Employee relations issues stemming from the UCOP re-organizations
        extend beyond 7/1/2009 (e.g. significant investigations).




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Recruitment and Workforce Planning

UCSF HR Performance Metric


   Dedicated Recruitment and Workforce Planning Analysts will be available for consultation and problem resolution M-F, 8:00 a.m. to 5:00 p.m.
   Meetings and on-site consultations will be scheduled at UCOP as needed
   Prompt response, within two business days, and thorough coordination will be provided to assure high quality and effective services
   All positions are posted within 48 hours

UCSF HR Target

   Positive client satisfaction as determined by post implementation feedback from clients
   100% of all new positions will be posted with 48 hours


UCSF HR Service                                                                          Department HR Responsibilities
Market UCOP as an employer of choice, create applicant pipelines and source                  Provide information on current recruitment difficulties, on going
candidates for open positions through collaborations with business groups, advisory             needs for specific job titles, and specific skills or position titles in
councils, community and minority professional groups, colleges and universities                 demand or lacking in current workforce.
Provide hiring managers with direct resume access and additionally provide                   Provide names and units of hiring managers who will be using the
screening questions functionality.                                                              applicant tracking system and will require training.
Screening questions will grade and rank applicants according to experience level             Provide support to hiring managers resume screening and
and improve the resume review process.                                                          applicant ranking functions.

Inform hiring manager if Affirmative Action goal(s) exit for their department.                   Review affirmative action and diversity resources information on
Advise hiring managers on responsibility to conduct good fait efforts to recruit a                website and in Good Faith Efforts reports.
diverse and qualified pool of applicants. Create applicant pipelines and use creative            Coordinate with Recruitment staff for outreach efforts to recruit
and effective recruitment strategies to bring underrepresented minorities, women,                 minority, women, and underrepresented populations in order to
persons with disabilities, and veterans into UC                                                   meet affirmative action goals.
OP. Represent UCOP at recruitment events and diversity functions.                                Contact Recruitment staff to request diversity outreach resources.


Provide general to specific information on all matters related to recruitment, hiring,           Consult with Recruitment staff when recruitment related issues
and retention. Insure clients are in compliance with UCOP Policies and Procedures,                arise.
with local, state, and national labor laws, and with Department of Labor regulations.            Request interview questions, questions you may and may not ask,




                            Confidential                                       Page 8                                            7/19/2010
                                                                                           advice on recruitment tactics, and advice on creating a diverse
                                                                                           interview panel.
                                                                                          Consult with Recruitment staff for guidance in interpreting and
                                                                                           understanding UC Policies & Procedures and employment law.
                                                                                          Consult with Recruitment staff for advice on recruiting a diverse
                                                                                           applicant pool.
Approve and open new positions, approve waivers of recruitment and employee               Submit Employee Requisition Form (ERF) for replacement
contracts. Review Preferential Reemployment and Priority Reassignment                      positions with no significant changes to Recruitment staff for
candidates. Inform hiring managers if there are Preferential Reemployment and              posting.
Priority Reassignment candidates for open positions at the time the recruitment is        Review resumes for Preferential Reemployment and Priority
initiated.                                                                                 Reassignment candidates. Provide justifiable reason(s) for
                                                                                           rejection or hire preferential applicant and close out position.


Assumptions:
     It is hoped that a single Applicant Tracking System (ATS) will be used to provide staffing and workforce planning services once the transition is
       complete.
     The data from the existing Job Description Data Base within the UCOP Applicant Tracking System (CATS) will be downloaded into a separate data base
       at UCSF prior to the transition if a new ATS is used.




                           Confidential                                       Page 9                                    7/19/2010
Compensation and Strategic Awards

UCSF HR Performance Metric

        Dedicated Compensation and Strategic Awards Analysts will be available for consultation and problem resolution M-F, 8:00 a.m. to 5:00 p.m.
        Meetings and on-site consultations will be scheduled promptly at UCOP as needed
        Prompt response, within 24 hours, and thorough coordination will be provided to assure high quality and effective services
        Reclassification reviews will be completed in 14 days
        Equity requests and new hire salary requests will be completed within 7 business days
        Classification review of replacement jobs with no changes will be completed within 1 business day
        Classification review of new positions or replacement jobs with significant changes will be completed within 3-5 business days

UCSF HR Target

        Positive client satisfaction as determined by post implementation feedback from clients
        Meet turnaround standards for job classifications, reclassifications, salary requests, and equity requests




UCSF HR Service                                                                           Department HR Responsibilities
Evaluate and analyze staff positions for classification.                                      Prepare and submit complete position descriptions and associated
                                                                                                 documentation with sufficient detail to determine appropriate
                                                                                                 classification level.
                                                                                              Respond as required with additional information to clarify job
                                                                                                 responsibilities.
                                                                                              Consult with Compensation and Rewards Analysts to surface and
                                                                                                 resolve issues of internal and market comparisons.
                                                                                              Consult with Compensation and Rewards Analysts to surface and
                                                                                                 resolve any tension between department business interests and
                                                                                                 organization-wide standards.
                                                                                              Liaison with departmental managers and supervisors to facilitate
                                                                                                 effective lines of communication and flow of information.
Provide analysis, preparation and communication of salary programs for represented            Consult with Compensation and Rewards Analysts to provide




                            Confidential                                       Page 10                                       7/19/2010
and non-represented staff.                                                                insights into departmental compensation goals and objectives;
                                                                                          recruitment and retention issues related to compensation; interests
                                                                                          in rewards programs designed to retain and motivate staff; and any
                                                                                          other business objectives related to compensation and rewards
                                                                                          programs.
                                                                                         Review and provide feedback on proposed and existing programs,
                                                                                          policies and guidelines.
                                                                                         Implement compensation and rewards programs consistent with
                                                                                          policies, guidelines and collective bargaining agreements.
                                                                                         Liaison with departmental managers and supervisors to facilitate
                                                                                          effective lines of communication and flow of information.
Review, analyze and determine outcome of requests for salary equity increases.           Prepare and submit requests for salary equity increases with
                                                                                          sufficient detail to perform an effective analysis. Requests should
                                                                                          articulate the reason/objective for considering the increase.
                                                                                          Because salary equity is a function of examining relationships,
                                                                                          appropriate internal and/or external comparators should be
                                                                                          identified.
                                                                                         Respond as required with additional information to clarify issues
                                                                                          surrounding the equity request.
                                                                                         Consult with Compensation and Rewards Analysts to surface and
                                                                                          resolve issues of internal and market comparisons.
                                                                                         Consult with Compensation and Rewards Analysts to surface and
                                                                                          resolve any tension between department business interests and
                                                                                          organization-wide standards.
                                                                                         Liaison with departmental managers and supervisors to facilitate
                                                                                          effective lines of communication and flow of information.
Review, analyze and determine outcome of requests for requests for temporary             Prepare and submit requests for administrative salary stipends
salary stipends.                                                                          with sufficient detail to perform an effective analysis. Requests
                                                                                          should articulate the reason/objective for considering the stipend.
                                                                                          Because administrative salary stipends are provided in recognition
                                                                                          of the temporary assumption of higher level work or work that is
                                                                                          significantly different than what someone was hired to do, a
                                                                                          detailing of the additional responsibilities as well as the requested
                                                                                          timeframe should be identified in the request.
                                                                                         Respond as required with additional information to clarify issues
                                                                                          surrounding the stipend request.




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                                                                                          Consult with Compensation and Rewards Analysts to surface and
                                                                                           resolve issues of internal and market comparisons.
                                                                                          Consult with Compensation and Rewards Analysts to surface and
                                                                                           resolve any tension between department business interests and
                                                                                           organization-wide standards.
                                                                                          Implement stipends in accordance with applicable policy and
                                                                                           collective bargaining agreements.
                                                                                          Liaison with departmental managers and supervisors to facilitate
                                                                                           effective lines of communication and flow of information
Provide ongoing client consultation and training on compensation related practices,       Consult with Compensation and Rewards Analysts to identify
policies and legal compliance.                                                             departmental goals and objective related to compensation and
                                                                                           rewards practices and policies.
                                                                                          Consult with Compensation and Rewards Analysts for
                                                                                           interpretation, advice and direction where compensation related
                                                                                           practices, policies and contract language are ambiguous, contain
                                                                                           gaps in specificity or require exceptional approval for
                                                                                           implementation.
                                                                                          Administer compensation programs consistent with legal
                                                                                           obligations, policies and contractual obligations.
                                                                                          Liaison with departmental managers and supervisors to facilitate
                                                                                           effective lines of communication and flow of information.
Maintain the UCOP Title Code Table, Title and Pay Plan, compensation related              Consult with Compensation and Rewards Analysts to identify
guidelines and web-pages, and other compensation-based tools.                              departmental goals and objective related to compensation
                                                                                           guidelines and tools.
                                                                                          Surface and assist with the resolution of issues related to
                                                                                           compensation guidelines and tools.
Provide analysis and communication of staff incentive and rewards programs.               Consult with Compensation and Rewards Analysts to provide
                                                                                           insights into departmental interests in rewards and incentive
                                                                                           programs designed to retain and motivate staff.
                                                                                          Review and provide feedback on proposed and existing programs,
                                                                                           policies and guidelines.
                                                                                          Implement rewards and incentive programs consistent with
                                                                                           policies, guidelines and collective bargaining agreements.
                                                                                          Liaison with departmental managers and supervisors to facilitate
                                                                                           effective lines of communication and flow of information.
Coordinate with UCLA Payroll and UCOP payroll processing staff to facilitate the          Consult with Compensation and Pay Administration Analyst to




                           Confidential                                      Page 12                                   7/19/2010
accurate and efficient implementation of salary increase programs.                 surface and resolve issues related to the implementation of salary
                                                                                   increase programs.
                                                                                  Assist with the effective dissemination and communication of
                                                                                   information related to salary increase programs including
                                                                                   responding to process and procedural questions from clients.




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Benefits

UCSF HR Performance Metric

          Benefits Analysts and Representatives will be available by telephone for information, consultation and problem resolution M-F, 8:00am to 5:00pm.
          On-site counseling and consultations will be scheduled at UCOP at regular intervals and outside of regularly scheduled timeframes promptly as
           appropriate
          Prompt, within 24 hours, response and thorough coordination will be provided to assure high quality and effective services
          All benefits related client inquiries will be logged into a case management database to ensure easy access to clients’ previous related inquiries and
           provide a vehicle to track and react to trends in problem areas and/or determine where education is needed
          Facilitate at least one new employee benefits orientation monthly; evaluation of orientation will be requested at each presentation


UCSF HR Target

          Positive client satisfaction as determined by post implementation feedback from clients
          All appropriate client service contacts are recorded in the Remedy data base
          Positive ratings by attendees at monthly benefits orientation meetings as determined by post orientation assessments

UCSF HR Service                                                                          Department HR Responsibilities
Interpret, apply and provide advice on UC policies and practices and on H&W                  Reviews resources and online tools available to educate and
Group Insurance Regulations and UCRP Insurance Regulations                                      advise on UC retirement plan and savings programs and health
                                                                                                & welfare plans issues
                                                                                             Forwards online resources to employees
                                                                                             Contacts the UCSF central benefits office as appropriate for
                                                                                                further clarification and/or triages EE’s concerns to central
                                                                                                benefits office.
                                                                                             Track number of hours for employees in limited appointments
                                                                                                using reports provided by the BRC.

Resolve heath and welfare eligibility and enrollment problems; act as a liaison                  Reviews OLPPS to ensure enrollment is accurate and analyzes
between UCOP employees and insurance companies                                                    problem
                                                                                                 Advises EE to contact payroll, the insurance company or the
                                                                                                  central benefits office as appropriate
Provide 1:1 information and education on the health and welfare benefits                         Reviews resources and online tools available to educate and
                                                                                                  advise on UC health & welfare plans benefits




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                                                                                         Forwards online resources to employees
                                                                                         Contacts the central benefits office as appropriate for further
                                                                                          clarification and/or triages EE’s concerns to central benefits
                                                                                          office.
Provide 1:1 information and education on UCRP benefits (assuming UCRP is not             Reviews resources and online tools available to generally
outsourced)                                                                               educate and advise on UCRP
                                                                                         Forwards online resources and workshop options to employees
                                                                                         Contacts the central benefits office as appropriate for further
                                                                                          clarification and/or triages EE’s concerns to central benefits
                                                                                          offices
Provide counseling on disabilities and leaves of absence as related to UC sponsored      Advises EEs to educate themselves on the importance of
insurance coverage and UCRP service credit; issue disability claim packet.                disability insurance
                                                                                         Advises EEs on how to submit a disability claim once disabled
                                                                                         Coordinates with EE on use of sick leave during the waiting
                                                                                          period
                                                                                         Completes UC Statement


Provide retirement counseling services to UCOP employees planning to retire              Advises EEs on the online tools available to complete
                                                                                          retirement estimates and the retirement resources on the
                                                                                          website
                                                                                         Advises EEs to contact central benefits to make a retirement
                                                                                          counseling appt at least 2-3 month prior to anticipated
                                                                                          retirement date
Provide retirement estimates and/or advise on how to access the information online.      Advises EEs on the online tools available to complete
                                                                                          retirement estimates and the retirement resources on the
                                                                                          website
                                                                                         Advises EEs to contact central benefits to make a retirement
                                                                                          counseling appt at least 2-3 month prior to anticipated
                                                                                          retirement date
Aid in the process of researching UCRP service credit issues                             Assist EE in understanding the difference between
                                                                                          employment service and UCRP service
                                                                                         Provide records as needed to support an EEs request to have
                                                                                          their UCRP service audited (in coordination, as needed with
                                                                                          the BRC and UCLA payroll).




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Administer COBRA to Qualified Beneficiaries that have been medically separated             Provides COBRA packet to separating employees for all other
or laid off.                                                                                COBRA qualifying events.


Comply with court orders that require an employee to provide health and welfare            May act as a communication liaison between the benefits
coverage to dependent(s)                                                                    office and the EE regarding court ordered enrollment
                                                                                            requirements
Reset At Your Service pin numbers for UCOP employees                                       Advise EEs how to access AYSO to review and/or enroll in
                                                                                            benefits
                                                                                           Advise EEs to the contact central benefits office when PIN
                                                                                            needs to be re-set
Contact system wide HR/B to activate/terminate the medical plan contingency fund           Contact the central benefits office and request the medical plan
when appropriate                                                                            contingency fund be activated when EE’s extended sick leave
                                                                                            ends.

Review UPAY 850s/919s received in the campus benefits office for accuracy                  Review UPAY 850s/919s received in the department for
before forwarding to the BRC.                                                               accuracy before forwarding to the central benefits office.

Forward system wide UCOP communications to UCOP faculty and staff                          Read email and publications forwarded and pass on to staff as
                                                                                            appropriate

Update and manage benefits website content for UCOP employees                              Uses website regularly to stay up to date on benefits
                                                                                            information
                                                                                           Educates EEs on use of the website
Provide training and education to Strategic Resource Coordinators and other                Regularly assess personal need for training
department HR representatives                                                              Alert central benefits office of needed training
                                                                                           Ensure colleagues know of the training resources available to
                                                                                            them
Facilitate New Employee Benefits Orientation                                               Provides Benefits of Belonging packets to EE
                                                                                           Gives EE an overview of UC sponsored H&W plans and the
                                                                                            UC retirement system
                                                                                           Introduces EE to online tools and resources, i.e. AYSO
                                                                                           Uses online calculator to determine PIE period and provides
                                                                                            EE with a copy
                                                                                           Assists EE in signing up for the New Employee Orientation
                                                                                           Advises on family status changes leading to qualifying




                          Confidential                                        Page 16                                    7/19/2010
                                                                                               events/new PIEs.

Provide training to employees (e.g. UCRP, Open Enrollment)                                    Alert central benefits office of needed training
                                                                                              Ensure staff knows of the training resources available to them
Tracks trends and employee concerns regarding plan design and customer service                Alerts the central benefits office regarding positive or negative
and raises concerns to system wide HR/B.                                                       feedback received by EEs.




Assumptions:
     It is understood that payroll entry update and related functions would be transferred to the payroll cluster within the Business Resource Center during
       FY 08-09, and that the UCSF benefits staff will perform the same scope of functions for UCOP as they perform for UCSF. See Appendix 2 for a
       description of the payroll entry-update functions.




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Temporary Employment Program (TEP)

UCSF HR Performance Metric

       Temporary employment program analysts will be available for consultation and problem resolution M-F, 8:00 to 5:00.
       Meetings and on-site consultations will be scheduled promptly at UCOP as needed.
       Prompt response, within 24 hours, and thorough coordination will be provided to assure high quality and effective services.

UCSF HR Target

       Positive client satisfaction as determined by post implementation feedback from clients.
       Requests for temporary employees will be responded to within 4 hours?
       Inquiries or general questions will be responded to within 8 hours?




UCSF HR Service                                                                       Department HR Responsibilities
Provide qualified temporary employees to UCOP                                             Complete and return assignment performance evaluations for
                                                                                             each temporary employee.
Interview TEP applicants, assess their skills, check references, coordinate
background checks, coordinate health screening to provide ready to place
candidates.
Hire and place TEP employees, set salaries, and coordinate counseling, disciplinary          Utilize TEP Job Matrix and Job Order Template to submit
actions, and coordinate separations as needed.                                                temporary requests

Assure compliance with UC/UCOP Policy, Labor Agreements and State/Federal                    Adhere to 1500 Hour and Break in service notices. Allow
Laws as they apply to temporary employees.                                                    appropriate lunch and break times according to labor policy and
                                                                                              contracts. Set & monitor temporary employee schedule; review &
                                                                                              approve timesheets by due date.
Resources will be provided to TEP employees and supervisors at UCOP as needed                Refer all questions on TEP policy & procedures to TEP Office.
on timesheet, leave policies, pay advances, vacation redemption, unemployment
and references.
Outreach to potential TEP employees will be conducted through job fairs,
community organizations and other diverse sources.




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Applications, hire packets, employee records, Annual Rotation records, HIPAA
Certificates and other records will be maintained in the TEP office.




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Faculty & Staff Assistance Program

UCSF HR Performance Metric

        Employee Assistance Program Staff will be available by phone: M-F, 8:00 a.m. to 5:00 p.m.
        Appointments will be scheduled at the FSAP offices (located at the Laurel Heights Campus), or at UCOP as needed.
        Coordination of services will be provided by FSAP to assure quality and efficacy.

UCSF HR Target

        Positive client satisfaction as determined by post implementation feedback from clients.




UCSF HR Service                                                                         Department HR Responsibilities
Individual clinical assessment, counseling, and crisis intervention will be provided        Inform individual employees (if they contact HR department
to UCOP employees for work related and personal psycho-social stressors.                       representative), to call FSAP to schedule an appointment. FSAP
                                                                                               appointments are voluntary and confidential.
Case management services will be provided to individuals coping with disabilities            Inform individual employees (if they contact HR department
(substance abuse, major mental illness, etc.).                                                 representative), to call FSAP to schedule an appointment.

Referrals will be made to HMO psychotherapists, and to internal UCOP                           Inform individual employees (if they contact HR department
departments and UCSF HR units as needed for issues regarding harassment                         representative), to call FSAP to schedule an appointment.
(including sexual harassment); discrimination; conflict mediation, and
whistleblower complaints.
Professional consultation services will be provided to managers for employees with             Inform supervisors, managers, administrators to call FSAP for
psychiatric/behavioral symptoms in the workplace.                                               consultation with an FSAP counselor, regarding employees with
                                                                                                psychiatric/behavioral symptoms in the workplace.
Professional risk assessment & management services (as part of the UCOP Threat                 Inform supervisors, managers, administrators to call FSAP for
Management Team) will be provided in coordination with other TMT members                        professional risk assessment & management (TMT) services.
partners.
Provide Organizational Counseling Interventions (including critical incident stress            Inform supervisors, managers, administrators to call FSAP to
management (CISM) services, loss, grief, workplace transitions, etc will be                     schedule consultation regarding Organizational Counseling
provided to employees as needed.                                                                Interventions.
Psycho-educational services (wellness seminars/trainings ) will be coordinated and             Inform supervisors, managers, administrators to contact FSAP




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provided as needed.                                                                           regarding Psycho-educational services.



Assumptions:
     It is understood that an external vendor (such as Crisis Care Network) will be contracted to provide Critical Incident Response, and that the UCB police,
       and other units / departments (including FSAP) that comprise the Threat Management Team, will continue to be used as needed for Threat Management
       matters.




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Disability Management Services

UCSF HR Performance Metric

        A dedicated DMS analyst will be available for consultation and problem resolution M-F, 8:00 to 5:00.
        Prompt response, within 24 hours, and thorough coordination will be provided to assure high quality and effective services
        Meetings and on-site consultations will be scheduled at UCOP as needed.
        All Claims will be submitted into iVos within one day of receipt.
        The WC and DMS staff will respond to issues within one day of identification.
        OSHA log entries into iVos will be timely and accurate


UCSF HR Target


        Positive client satisfaction as determined by post implementation feedback from clients.


UCSF HR Service                                                                        Department HR Responsibilities
Workers Compensation Administration (claim filing, claim resolution, maintain              Assist supervisors to complete Supervisor Incident Reports if
OSHA records and reports)                                                                     needed
                                                                                           Provide guidance to employees injured on the job and notifies
                                                                                              UCSF DMS immediately
Facilitate Reasonable Accommodation (manage and document the interactive                   Assist supervisors and employees to understand the interactive
process, research, provide consultation)                                                      process
                                                                                           Assist departments in the identification of essential job functions
                                                                                           Assist in the identification of alternative open positions in the
                                                                                              department
Case Management and consultation for supervisors and employees with absence                Refer employees and supervisors to the appropriate HR office
and disability issues                                                                         (DMS, Benefits, L/ER, or FSAP)

Facilitate administration of supplemental disability benefits                                 Possibly complete calculations needed to determine supplemental
                                                                                               benefits and subsequent sick leave and vacation leave balances
                                                                                               for employees receiving temporary disability payment through
                                                                                               workers’ compensation (role has yet to be determined).
Facilitate Transitional Work Program                                                          Assist with communication




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                                                                                          Assist supervisors to identify temporary transitional job duties
Provide targeted consultation to prevent and minimize disability                          Assist with communication
Provide reports, data and information to key stakeholders including a monthly             Assist with communication
stoplight report reflecting claims and lost work days per 100 FTE
Training programs, tools, and resources will be provided to managers and                  Assist with communication
supervisors to prevent injuries, and minimize disability

Training and consultation will be provided to employees, supervisors, medical
providers and others to facilitate timely return to work

Assumptions:
     Payroll entry update services would be transferred to the payroll cluster.
     Ergonomics services will be transferred to another OP department (EH&S) or outsourced.
     Wellness services funded through the “Be Smart About Safety” program will need to be transferred to another department or possibly outsourced




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Human Resource Information Systems

UCSF HR Performance Metric

       The UCOP HR Website is fully functional
       UCOP EDB information is made available in a timely manner in response to requests for information.

UCSF HR Target

       Positive client satisfaction as determined by post implementation feedback from clients.



UCSF HR Service                                                                       Department HR Responsibilities
A UCOP HR website will be developed and maintained by UCSF HR and will                    Provide customer feedback to help direct maintenance, definition
incorporate the same tools, resources and functionality currently available to UCSF          and customization

UCOP specific HR data will be provided as needed in response to requests for                 Provide customer feedback to help direct maintenance, definition
information as is currently provided for UCSF                                                 and customization

                                                                                              Timely update of PPS and other HR systems data.




Affirmative action data will be provided annually to the UCOP affirmative action              Timely update of PPS and other HR systems data.
office for UCOP to complete the UCOP affirmative action plan. (Assuming the
integration of UCOP Payroll data is completed -estimated to be prior to 6/30/2009)            Department-based reporting needs.




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Development and Training

Development and Training Services are not at this time being provided within the scope of services provided by UCSF HR to UCOP. However, UCOP
employees are welcome to take courses currently offered at UCSF through the UCSF Training and Development program on a recharge basis.

In early 2009 UCSF will present proposal to UCOP leadership to provide additional services, such as the UCSF Leadership Academy, the UCSF Leadership
Institute, Supervisor training, and related training and development services. Proposals for organization development services, including strategy development,
team development, and culture change will be provided as requested.




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Confidential   Page 26   7/19/2010

								
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