While CUCSA works on a number of initiatives, the primary deliverables come from internal work groups. Each year, CUCSA delegates are assigned to work groups, each of which is charged with researching a topical area and delivering recommendations to UC administration.
The 2024-2025 work groups are:
Compensation
The Total Compensation Workgroup will continue the work of previous years’ work groups that have focused on the evaluation and enhancement of compensation practices impacting non-represented staff. The work group’s mission is to ensure the University exercises fair, competitive, and transparent compensation practices that attract, retain, and motivate high-quality staff. By conducting comprehensive analyses, engaging stakeholders, and bench-marking against industry standards, the work group aims to develop data-driven recommendations that align with the University’s values of equity, excellence, and fiscal responsibility.
Staff Engagement
The Staff Engagement Workgroup will continue the work of the previous year’s Policy Covered Staff Identities Workgroup that focused on collecting and synthesizing pertinent quantitative and qualitative information defining non-represented staff at UC. The work group’s mission is to facilitate the implementation of recommended standards and approaches for non-represented staff across all locations, while continuously gathering feedback and insights. By partnering with local staff assemblies, engaging senior leadership, and gathering input from staff, the work group aims to enhance information sharing between CUCSA and the locations to better support and advocate for non-represented staff.
Staff Wellbeing
The Wellbeing Workgroup will continue the work of previous years’ work groups that have focused on the evaluation and enhancement of staff wellbeing resources and support. The work group’s mission is to emphasize the University’s commitment to the holistic wellbeing of university staff. By conducting thorough research on best practices, the work group aims to provide actionable recommendations that enrich work performance outcomes and promote a robust workplace culture.
Sustainable Workforce
The Sustainable Workforce Workgroup will continue the work of the previous year’s work group that focused on identifying strategies to retain and attract talent, reduce administrative burnout, and support flexible work arrangements. The work group’s mission is to ensure the University comprehends the effects of growth and regulatory changes on non-represented staff. In partnership with System-wide Human Resources and in coordination with local staff assemblies, the work group aims to identify the necessary data sets to accurately depict current staffing levels and recommend strategies for maintaining the University’s status as an employer of choice.