Human Resources

You can look-up your HR contacts, including your benefits representative and generalist.

Incidents happen at work and we want to make sure we are aware. Review the UCSF Incident Reporting Protocol for a step-by-step reporting process.

Exempt staff employees are covered by the UC Personnel Policies for Staff Members (PPSM), which are published online for your review.

The University of California is committed to maintaining the highest standards of conduct in the fulfillment of its education, research, public service and patient care mission. The University’s Whistleblower Policy provides multiple avenues for employees to bring forward concerns of potential employee misconduct. The University encourages faculty and staff to report concerns about possible improper governmental activity directly to their supervisor, department head, Locally Designated Official (LDO) or other appropriate university offices or officials, or to make reports through the whistleblower hotline.

All UC salaries are listed by title code and title in the Title Code System Look-Up.

As part of UC's commitment to transparency, UC reports employee earnings annually through the UC Annual Wage database.

Vacation accurals vary depending on the type of appointment you hold. Please review the associated policy for more information regarding vacation accural and maximums for staff (PPS and MSP) and faculty (APM-730). Union represented staff should refer to their collective bargaining agreement.

The UCSF Department of Medicine requires every faculty member to have an annual meeting with their division chief (or, in a few very large divisions, the chief’s designee) to discuss performance, goals for the coming year, and career planning through the DOM Annual Faculty Career Planning Portal through MyAccess. This process runds from February - March each year and is initiated by the Department. These sessions should not be a check-box exercise – instead, they are an essential activity for faculty members to receive feedback, guidance, and mentoring from their division chief or other senior leader. Moreover, the discussions help division chiefs plan for the coming year.

All faculty members with a paid UCSF appointment and/or faculty members who are affiliated with UCSF (e.g., VAMC, HHMI, Gladstone) are included in this process, including Emeritus with pay. Unpaid faculty members are exempt (e.g., Emeritus with no pay or volunteer faculty members).

Performance evaluations (or performance appraisals) are an integral part of the performance management process for our staff, including:

• Administrative Officer
• Administrative Manager
• Clinical Research Coordinator
• Nurse Practitioner
• Patient Navigator
• Research Administrator
• Quality Improvement Specialist

The performance evaluation is non-disciplinary in nature and intended to:

• Provide a fair assessment of the employee's performance,
• Establish goals for the coming evaluation period as well as review and determine whether previously discussed performance expectations and goals have been met,
• Improve job performance in relation to the department's institutional goals,
• Measure and enhance individual performance,
• Recognize and reward employee contributions and foster professional development and career growth,
• Provide feedback on any areas of concern and outline any needed improvement in job performance, and
• Meet the internal and external requirements for documentation of individual performance.

Written performance evaluations should serve as a summary of feedback already provided to the employee. The performance evaluation rating for non-represented employees may be tied to merit increases. This annual process is initiated by the Department of Medicine for the formal assessment period from January to March and a mid-point check-in from August-September, which is administered through an online portal accessible through MyAccess.

Employees hired into a career position generally serve a probationary period of six months. The employee should be evaluated at least once during the probationary period. At the midpoint of the probationary period (generally 90 days), the supervisor should initiate the employee’s performance review. Some Collective Bargaining Agreements (CBAs) require written evaluation midpoint of the employee’s probationary period. Time in either a per diem/limited appointment directly preceding a career appointment or time on leave may affect the duration of a probationary period. During the probationary period an employee may be released at the sole discretion of the University.

This is a critical period to assess a new employee and ensure that they have the skills, knowledge, and abilities to perform the job. By the end of the probationary period, the supervisor must evaluate and document job performance to determine if the employee is generally suitable for University employment. If you have issues or concerns with a probationary employee’s performance, behavior, and/or attendance, contact your Division Manager.  

Download the checklist here (may require VPN access).

Two weeks before a new hire starts work, we send out the "Pre-Hire" message and link for initial steps to starting employment with UCSF.

Three business days before a new hire starts work, we send out the "Getting Started" message and link that helps prepare them for their first day.

Two weeks prior to an employee's end date, we send out an offboarding email and link to key activities to undertake in the last few days.

This site is a quick way to check whether a job advert has the kind of subtle linguistic gender-coding that has this discouraging effect in job recruitments.

UCSF Human Resources, in partnership with the Office of Diversity and Outreach, developed a UCSF-wide set of resources to disrupt the unconscious bias present in our hiring and promotions processes. Included in the materials are data-driven practices and standard work for senior staff and leadership positions (M3 classification and above), though these are excellent resources for all staff positions.

The Office of Diversity and Outreach and Human Resources have partnered to produce a new interactive, online toolkit for best practices in diversity recruitment. Whether you are a hiring manager, on an interview committee, work in HR, or are simply interested in educating yourself, we invite you to access the toolkit and supplementary recruitment and hiring guide. The toolkit was developed to:

• Standardize information on conducting recruitments and hiring
• Share best practices for a fair and equitable recruitment and hiring process
• Provide resources to support recruiting and retaining diverse employees.

UCSF has compiled an online LinkedIn Learning course to address unconcious bias in hiring and recruitment.

To appointment a UCSF campus volunteer, please follow the guidelines.