1. Human Resource Strategies for The New Millennium ABOG Conference
April 18, 2000
Dr. Lubbe Levin
Assistant Vice President
Policy, Planning and Research
University of California Office of the President

2. Changing Environment at UC
California’s economy
Managing for prosperity in lieu of scarcity
Tidal Wave II
Student enrollment growth
Faculty recruitments
Staff workforce trends

3. Changing UC Workforce Age distribution Length of service
Ethnic/gender representation
Labor relations environment

4. Total Workforce Headcount 161,735 Academic – 42,185 Staff – 99,040
Ladder Rank Faculty and Equivalents – 7,604
Other Academics – 15,026
Graduate Students – 19,555
Staff – 99,040
Staff and Management – 74,209
Students (Casual/Restricted) – 24,831
DOE Laboratories – 20,510
Lawrence Berkeley National Laboratory – 3,555
Lawrence Livermore National Laboratory – 8,013
Los Alamos National Laboratory – 8,942
Data as of October 1998

5. Full-Time Equivalents (FTE)
Total Workforce
Full-Time Equivalents (FTE)
Academic – 29,740
Ladder Rank Faculty and Equivalents – 7,473
Other Academics – 12,222
Graduate Students – 10,045
DOE Laboratories – 17,444
Lawrence Berkeley National Laboratory – 2,640
Lawrence Livermore National Laboratory – 6,999
Los Alamos National Laboratory – 7,805
Staff – 70,148
Senior Management – 313
Management and Senior Professionals – 3,619
Professional and Support Staff – 66,216
Data as of October 1998

6. Staff Personnel Headcount
The University’s staff of more than 99,000 plays a significant role in supporting the University’s mission of teaching, research, and public service through quality administrative, professional, and managerial contributions
Management and
Senior Professionals –
4,097 (4.1%)
Senior Management –
318 (.3%)
Professional and
Support Staff –
94,625 (95.6%)
Excludes DOE Laboratory Personnel
Data as of October 1998

7. Staff Headcount and Full-Time Equivalents (FTE)
Includes all non-represented and represented staff; excludes DOE Laboratory Personnel
October 1988 – October 1998
FTE
Headcount
70,149
99,040
70,372
99,198
68,528
68,267
66,818
65,813
67,045
65,984
65,805
63,003
60,254
96,619
96,030
93,731
92,202
92,767
91,347
88,862
87,517
82,270
1998
1997
1996
1995
1994
1993
1992
1991
1990
1989
1988
Data as of October 1998

8. Age Distribution of Staff Employees
The average age of all UC staff is 36 years;
The average age of career staff is 42 years
13%
39%
26%
20%
35%
23%
15% 3%
Age
<30
30–39
40–49
50–59
60+
Career Staff – 56,440
All Staff – 99,040
Data as of October 1998

9. Length of Service of Staff Employees
The average length of service for career staff is 8 years
40%
Career Employees – 56,440
22%
17%
10% 6% 5%
0–4
5–9
10–14
15–19
20–24
25+
Length of Service reflects years since most recent date of hire (not equivalent to UCRS Service Credit)
Data as of October 1998

10. Minorities As a Percentage of the Staff Workforce
Minority representation has increased steadily over the past decade
37.2%
38.5%
41.3%
42.1%
43.5%
44.9%
45.8%
46.6%
47.1%
40.0%
Data as of April 1998

11. Ethnic Groups as a Percentage of the Workforce
Includes all non-represented and represented staff; excludes DOE Laboratory Personnel
(July 1997 – June 1998)
The University’s staff workforce reflects the rich diversity of California’s population
1988
American Indian (0.7%)
Asian (14.8%)
Black (10.8%)
Hispanic (11.0%)
White (62.7%)
1998
American Indian (0.8%)
Asian (21.3%)
Black (9.6%)
Hispanic (15.4%)
White (52.9%)
This chart excludes employees for whom ethnicity is unknown
Data as of April 1998

12. Staff Career Employees by Gender
(Headcount)
Professional and Support Staff
(Nonrepresented and Represented) – 51,497
Male – 18,004 (35%)
Female – 33,493 (65%)
Management and Senior Professionals – 2,942
Male – 1,448 (49%)
Female – 1,494 (51%)
Senior Management – 305
Male – 222 (73%)
Female – 83 (27%)
Career Employees: Female = 64% Male = 36% All Staff: Female = 62% Male = 38%
Data as of April 1998

13. Key Objectives: HR Strategies for the New Millennium Recruit the Best
Motivate
Retain Skilled Employees

14. HR Strategies for the New Millennium
1. Leaders at All Levels

15. 2. The Value of Recognition
HR Strategies for the New Millennium
2. The Value of Recognition

16. HR Strategies for the New Millennium
3. High Performing Teams

17. HR Strategies for the New Millennium
4. Focus on Learning

18. HR Strategies for the New Millennium
5. Mentors and Coaches

19. HR Strategies for the New Millennium
6. Flexible Benefits

20. 7. Productive Work/Life Environment
HR Strategies for the New Millennium
7. Productive Work/Life Environment

21. Becoming the Employer of the Future
Building Faculty/Staff Partnerships
Valuing People
Achieving Common Goals
Communicating the University’s Competitive Advantage