Requesting a Personnel Change
The first step that you’ll take when requesting a change to your employee's position, such as a supervisor change, an FTE update, or a reclassification, is to complete an online HR Data Changes Request (https://wfa.ucanr.edu). You will need to have been set-up to use the system. Please contact support@ucanr.edu if you are unable to access it. Use Google Chrome, disable pop-up blockers, and make sure you login with your @UCDavis.edu email exchange and complete the DUO Authentication.
Once your online personnel change request is submitted, you will need to open a ticket through our online Human Resources Help (SN). Please note the Task ID (from the Data Changes form) in your ticket.
Once our office receives your request, we will assign it to one of our HR Analysts who will contact you and assist you with the process.
This half hour webinar shows you how to navigate the form: https://youtu.be/jIcnJP8YFFM
Job Descriptions
Writing a proper Job Description is an effective way to recruit and retain a qualified workforce. The job description is designed to provide hiring managers and supervisors with the tools to establish an appropriate relationship between the position requirements, the recruitment, performance, and expectations of the position.
Job descriptions should identify key position details such as appointment type, and provide a clear picture of the overall characteristics of a position, giving enough detail to accurately communicate the key responsibilities of the position.
JDX Job Builder
https://universityofcalifornia.marketpayjobs.com/frmMainV2.wgx. Many existing job descriptions from our previous job description programs have been uploaded to JDX. You can review your staff job descriptions by clicking on the "My Employees" QuickLink.
Additional Resources:
Video of Add New Job Description (18 min): https://youtu.be/sYPDiF-HAyQ
Video of Revise Job Description (3 min): https://youtu.be/QcEo-BRSaDs
Video of full training (57 min): https://www.youtube.com/watch?v=Tu-IB-Yem-A PLEASE NOTE: To add new JD, please watch the first (18 min) video instead of the full training. The process has been updated.
UPDATED Slide deck: Supv/Dept Preparer JDX JB Training
Job Standard Titles: UC ANR Titles
Working Titles
To learn more about “Working Titles”, please take a look at the UC ANR Working Titles Guidelines.
Appointment Types
There are different types of appointments – Career, Limited, Waiver and Contract.
- Career – is an appointment established at a fixed or variable percentage of time at 50 percent or more of full-time, which is expected to continue for one year or longer.
- *Limited – is an appointment established at any percentage of a full time equivalent (FTE), which can be fixed or variable (e.g. 20%), during which the appointee is expected to be on pay status for less than 1,000 hours in a 12-month period.
- *Contract – is an appointment established at a fixed or variable percentage of time for a definite period. Terms and conditions of employment are specified in a written employment contract. Contract appointments are reviewed on an annual basis and not to exceed 3 years. Contracts appointments cannot be used for union represented titles.
- *Per Diem – is an appointment for over 1000 hours but is not a "career" position. Per Diem appointments are used to supplement career and limited-term services, not to replace them.
*For Limited-Term, Contract, and Per Diem appointments, you may be able to "waive" your candidate into the position by bypassing the open recruitment process. To learn more, please visit the Recruitment page and look for “Waiver of Recruitment."
Fixed or Variable Appointments
In addition to identifying the position’s appointment type, the hiring manager/supervisor will need to identify how the employee's work hours will be scheduled – hours of work will either be Fixed or Variable.
- Fixed appointments – Assigned for staff positions that will consistently work the same number of hours each week.
- Variable appointments – The percentage of time listed in the job announcement is the minimum percentage of hours that will be worked each month. For example, a 40% limited-term appointment means that the employee will be guaranteed a minimum of 40% time work/pay each month.
Accelerated Hires and Typical Positions
To accelerate the classification process, HR has pre-classified several position descriptions. Some positions are already pre-posted for identified candidates to apply to, while others are ready to be prepared for recruitment. For a list of approved pre-classified position descriptions, refer to the Pre-Classified Spreadsheet.
To learn more about Accelerated Hires, please visit the Recruitment page.
To learn more about our most popular positions and associated costs, see the appropriate classification tab: Typical Positions 2022
Guides
ANR Position Description Glossary
Tips in Writing a Job Description
Resources
UC Systemwide Series Concept/Job Specs
Staff Position Management Form 11.4.24 (download and use Adobe)
HR Data Changes Requests: (use Chrome and UCD email)
Compensation
Salary Administration
Wage salary administration is the application of a systematic approach to the problem of ensuring that employees are paid in a logical, equitable and fair manner.
To assure procedures and criteria for salary is consistent for all ANR employees located at Berkeley, Davis, and Riverside campuses, as well as ANR offices throughout California, ANR has developed internal procedures and guidelines for setting salary (regardless of fund source).
Human Resources will review and recommend salary placement for all new hires, reclassifications, and will work with you on any salary requests.
If you still have questions on compensation, contact HR at Human Resources Help (SN)
Types of Compensation
Salary – Salary is determined separately for each employee based on a variety of factors including the employee’s title, the salary scale, their years of experience, equity concerns and whether the action is an initial classification, or reclassification of a current position.
Merits – Merits are determined system wide based on a variety of factors, including union contracts, UC budgetary concerns and in some cases performance of the employee.
Equity and Market Adjustment – Equity adjustments during the year will be reviewed when salary increases cause compression between supervisors and employees and for bona-fide retention requests. The rest of the equity reviews will happen automatically, without a request necessary, during the market adjustment plan cycle.
Stipends – Administrative Stipends are utilized to compensate employees when there is a significant increase in higher functions of an employee’s position description, on a temporary basis (a permanent increase would result in a reclassification). Stipends requests are reviewed by the SPU for appropriateness of duties, and equity.
Awards – Cash awards are intended to motivate individuals or teams to produce results that have been pre-defined and communicated to the participants in accordance with an incentive award plan.
Resources
UC ANR Policy Covered Salary Range January 2025
HR Data Changes Requests (use Chrome and UCD email)
Fair Wage ANR Impact and Information
Systemwide Salary Scales (TCS)
Non-rep and Rep Location Geo Grps 2025
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