Goals The University's goals for its staff are twofold: to build a work force that reflects the diversity of the people of California and to attract and retain the highest-quality work force by offering competitive total remuneration, which includes salary and benefits.
The first of these goals is outlined in the University's diversity policy, which the Board of Regents adopted in 2007. The second goal was adopted by the regents in 2005 in a 10-year plan to bring salaries and benefits for all employees to market comparability. This goal recognizes the underlying objective that the quality of academic, management and staff personnel is essential for maintaining the excellence of the University and enabling it to achieve its tripartite mission of education, research and public service. Although the University was able to fund staff salary increases from 2005-06 to 2007-08, implementation of the broader regents' plan to achieve comparable pay has been delayed for staff due to the ongoing state fiscal crisis.
Narrative The indicators in this section describe the composition and structure of UC's staff work force by size, appointment type, personnel program and union representation, age and salary. Information on staff diversity is in the diversity section of this report, on the University's diversity website and in the Annual UC Accountability Sub-Report on Diversity. Other views of the Universitywide work force are in the Statistical Summary of Students and Staff and the 2008 Workforce Profile (pdf).
Looking Forward The forthcoming September 2010 Accountability Sub-Report on Staff will include additional information on total remuneration (salaries plus benefits) for staff and describe the impact of market lags on staff recruitment and retention. It also will address other key talent management issues, such as adequate succession planning for critical positions due to large numbers of retirement-eligible staff, as well as training and competency development requirements for current and future staff.