Employee Actions

Equity Request

For a salary increase due to a change in job duties or as the result of a compensation analysis, please complete and send to Isabel Corrales, iscorral@ucsc.edu, the following: 

Reclassification Request

For a change in job classification for an existing employee due to a significant change in job duties, which would usually be accompanied by an equity increase, please complete and send to Isabel Corrales, iscorral@ucsc.edu, the following:

Note: All Job descriptions must be on Career Tracks Template for non-represented positions or the Standard Template for represented positions

Recruitments

Continue to use UE's RMS worksheet in the UE Toolkit. Please keep in mind that for a new or existing position, SHR has implemented a new part of the process called the Position Control form. All required infromation will be obtained from the UE RMS worksheet (UE HR Office will submit the RMS entry to TAC).
Please complete and submit the following:
  • UE's RMS worksheet (UE Toolkit)
  • Job description (upload into RMS worksheet, must be on Career Tracks Template for non-represented positions or the Standard Template for represented positions)
  • Unit Org chart (upload into UE RMS worksheet)
Note: UE RMS worksheets and accompanying documents will automatically be sent for processing. 

Job Offers

After conducting interviews and reference checks, the Hiring Manager will extend an informal job offer to the selected candidate.

If/when the selected candidate accepts the informal offer, the Hiring Manager will complete the UE Job Offer Worksheet. The UE Job Offer Worksheet will automatically be sent to Isabel Corrales (UE HR Office) who will process your request and work with TAC.

Include the following materials in the UE Job Offer Worksheet:

  1. Applicant Selection Log (ASL) using the numbered criteria from the job posting
  2. Interview questionnaires with Search Committee member notes
  3. Reference check questions and notes
  4. A brief written summary of the process followed (e.g., which committee members held which roles, was a search firm used, was phone pre-screening done to assist with interview selection, how many rounds of interviews were conducted, etc.); include decision points reached (e.g., “we decided to interview only people who had both the required computer skills and experience implementing new systems”.)
  5. Copies of any correspondence with applicants.
  6. Miscellaneous materials gathered (e.g. work samples, supplemental question materials, matrices, meeting notes kept by Committee Chair, etc.)

The TAC team will contact the selected candidate directly with a conditional job offer and discuss next steps (e.g., background check). The final formal job offer will be sent from a TAC member after all steps have been completed. 

Please note that the final start date is dependent upon when all steps, including passing of background check, are completed.

Performance Appraisals

Employee appraisals will be transitioning to the new ePerformance platform over the next couple of months.  You should receive an invitation for trainings on this new platform.  Staff HR will be prioritizing training for managers who have employees in a probationary period.  

Questions

If you have any questions regarding the process or the status of your employment action, please do not hesitate to contact Isabel Corrales, iscorral@ucsc.edu or Elani Zissimopoulos, ezissimo@ucsc.edu.
If you have questions about funding your employment action, please be sure to consult with Ted Codding, tcodding@ucsc.edu prior to submitting forms.