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Chancellor Linda P.B. Katehi has announced a salary increase program for nonrepresented staff for the 2014-15 fiscal year, in accordance with a systemwide directive from UC President Janet Napolitano.

The targeted increase will be 3 percent, calculated on the basis of a July 1 effective date. Student employees are not included.

Implementation guidelines are being developed by Human Resources and will be issued within the next month.

“We appreciate the many contributions and services provided by our staff in supporting the university’s mission and goals,” Katehi said. “The implementation of this salary increase plan will help to establish consistent and stable pay practices while also maintaining our competitiveness in attracting and retaining the best talent for �ٺ���Ƶ.”

Salary plans for employees covered by Academic Personnel policies will be issued at a later date.

WorkLife efforts earn 2nd seal of distinction

�ٺ���Ƶ’ fostering of work-life balance has brought the university a seal of distinction for the second year in a row.

The award from the recognizes “organizational success in work-life effectiveness.”

Work-life programs on the Davis campus are part of Human Resources' WorkLife and Wellness, which provides information on resources, programs and services in the areas of breastfeeding support, child and dependent care, health and wellness, and workplace flexibility.

Susan Gilbert, associate vice chancellor of Human Resources, said work-life balance is a key driver of employee engagement, with research consistently showing that work-life policies and programs reduce absenteeism, enhance health and well being, and increase productivity. 

“Strategies like workplace flexibility promote a results-oriented culture of performance,” Gilbert said. “Our campus WorkLife and Wellness portfolio helps to keep staff focused, energized and committed to advancing the mission of One �ٺ���Ƶ.”

The Alliance for Work-Life Progress (an affiliate of , a nonprofit association of human resources professionals and organizations) launched the work-life seal of distinction program in 2012. The program assesses seven categories of work-life effectiveness “that comprise a best-in-class work-life portfolio in today's workplace”: caring for dependents; health and wellness; workplace flexibility; financial support for economic security; paid and unpaid time off; community involvement; and transforming organizational culture.

"This year’s Work-Life Seal of Distinction honorees are an impressive group of employers that clearly understand the business value of investing in the people who do the work," said Kathie Lingle, executive director of the Alliance for Work-Life Progress.

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