While CUCSA works on a number of initiatives, the primary deliverables come from internal workgroups. Each year, CUCSA delegates are assigned to workgroups, each of which is charged with researching a topical area and delivering recommendations to UC administration.
The 2024-2025 workgroups are:
Compensation
The Total Compensation Workgroup will continue the work of previous years’ workgroups that have focused on the evaluation and enhancement of compensation practices impacting non-represented staff. The workgroup’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. More information about the Compensation Workgroup
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 workgroup’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 workgroup aims to enhance information sharing between CUCSA and the locations to better support and advocate for non-represented staff. More information about the Staff Engagement Workgroup.
Staff Wellbeing
The Wellbeing Workgroup will continue the work of previous years’ workgroups that have focused on the evaluation and enhancement of staff wellbeing resources and support. The workgroup’s mission is to emphasize the University’s commitment to the holistic wellbeing of university staff. By conducting thorough research on best practices, the workgroup aims to provide actionable recommendations that enrich work performance outcomes and promote a robust workplace culture. More information about the Staff Wellbeing Workgroup.
Sustainable Workforce
The Sustainable Workforce Workgroup will continue the work of the previous year’s workgroup that focused on identifying strategies to retain and attract talent, reduce administrative burnout, and support flexible work arrangements. The workgroup’s mission is to ensure the University comprehends the effects of growth and regulatory changes on non-represented staff. In partnership with Systemwide Human Resources and in coordination with local staff assemblies, the workgroup 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. More information about the Sustainable Workforce Workgroup.