The Campus Compensation team has continued to be restructured to meet the needs of campus and HR. With the retirement of Crystal Morris, Sherry Tran was hired as a lead compensation specialist on June 4, 2018. Sherry brings extensive compensation experience, including compensation experience at Charles Schwab and management of a financial reporting team at Mellon Capital Management. Through the FY19 budget, an additional lead compensation specialist was budgeted, and Selena Ozuna began her role on August 1, 2018. Selena was hired as a temporary employee in April 2018 and brings a blend of both HR information systems and compensation experience, including compensation experience at UC Irvine Medical Center, Space Exploration Technologies, and Burning Man Project. These roles will support campus clients, lead and partner with the Campus Compensation Manager on compensation projects and programs, and provide support and partnership to the campus compensation specialists.

We continue to have temporary support for most of the 2019 fiscal year. Flory Del Rosario will continue to provide temporary support and help the team address the backlog of compensation work.. Furthermore, we will be employing an additional temporary employee through April 2019 now that Selena Ozuna has moved into a lead role. Please see an updated organization chart.

In addition to focusing on improving Service Partnership Agreement (SPA) times for compensation, the team is focused on many process improvements: Some improvements include:

  • Partnership with UC Office of the President and system-wide locations currently in Career Tracks (CT) to identify best practices related to classification
  • Job Builder identified as a key resource to improve efficiency with evaluation to identify implementation steps at UCSF
  • Streamlined job classifications that includes consistent requests to clients regarding expectations for template language, key responsibilities and problem solving for Career Tracks positions
  • Increase in 1:1 client consultations to support an increase in client satisfaction and understanding of classification and pay setting
  • New internal compensation documents to support consistent client service which include professional level 5 guiding principles, manager 3 and higher classification request process, and pay setting template
  • Refinement of HR Compensation Leadership (HRCL) review process to ensure consistent classification of professional level 5 and manager positions
  • Implementation of campus compensation sub-committee to gather campus leadership feedback on compensation programs and processes

Please join us in welcoming and congratulating Sherry and Selena into their roles. For any questions, please contact Kellie Beale, Compensation Manager at [email protected].