1. Authority and Responsibility
Major responsibilities that cannot be delegated:
- Accountability for human resources management in the department, in accordance with legal and ethical requirements, university policy, and collective bargaining agreements.
- Responsibility for specific human resource decisions which have been delegated to you.
- Support for individuals to whom you have delegated responsibilities by clearly delineating roles and responding to questions as they are raised.
- Exemplifying and promoting the UC Davis Principles of Community.
Major responsibilities that can be delegated:
The Administrative Official may assign the specific duties listed in the following policies to other employees unless the policy states that they cannot be delegated. Information about current delegations of authority and the responsible Administrative Official for each one is available here.
- Personnel Policies for Staff Members (system-wide policies and UC Davis procedures)
- Collective Bargaining Agreements
- UC Davis PPM (most are in the 380 series)
- Campus Directives
3. Areas of Potential Risk
- Recruitment. Obtain the human resources and financial approvals required by policy. See Personnel Policies for Staff Members 20 and 21.
- Compensation. Compensate employees correctly. Document the hours worked, salary paid to an employee, and the accrual and use of paid leave in the payroll system. Pay attention to the differences in the rules for employees who are covered by the Fair Labor Standards Act and those who are exempt. All jobs must be appropriately classified, as described in Personnel Policy for Staff Members 36.
- Performance Management. Provide clear performance expectations to each employee. Evaluate each career employee in writing at least once per year. If the employee’s performance or conduct is unsatisfactory, take appropriate corrective action (a letter of warning or a suspension, demotion, or dismissal).
- Employment Rights. Respect the employment rights guaranteed by Federal and State law and university policy, including nondiscrimination, holidays, vacation, sick leave, family and medical leave, workers’ compensation, military leave, administrative leave for a variety of purposes, reasonable accommodation of a disability, and privacy of certain records. Consult the applicable policy when situations involving these rights arise.
- Training and Development. Provide training and development opportunities which are defined by university policy and collective bargaining agreements to all employees.
- Involuntary Separations. High risks are associated with involuntary separations. Each administrative official must take responsibility for reviewing the applicable policy and ensuring that it is carried out correctly for each involuntary separation. Examples of such separations include layoff, release, investigatory leave, termination, and medical separation.
- Complaints. When a complaint, grievance or lawsuit arises, contact the appropriate unit in Human Resources. Some of the appropriate units are Employee & Labor Relations (complaints/grievances about terms and conditions of employment), Staff Affirmative Action/EEO & Diversity (discrimination), Sexual Harassment Education Program (sexual harassment), Employee Health (work-related injury), Disability Management Services (reasonable accommodation request), Safety Services (safety), Compensation Services (classification), and Risk Management Services (lawsuits).
- Policy Interpretation. Contact Employee & Labor Relations if you need assistance in finding or interpreting an employment law, University policy or procedure, or a collective bargaining agreement article.