7 Major UC San Diego Human Resources Updates You Must Know For 2025: Salary, Hiring Pause, And New Systems
The landscape of employment at the University of California San Diego (UC San Diego) is undergoing significant transformation, with major Human Resources (HR) policy and system changes taking effect throughout 2025. These updates, which touch upon everything from compensation and hiring to labor relations and technology, are crucial for all current and prospective faculty, staff, and administrators to understand.
As of late 2025, the UC San Diego Campus Human Resources Department is focusing on strategic initiatives, including the rollout of new technology, managing systemwide policy changes like expanded paid sick leave, and navigating complex labor negotiations. The information below is based on the most current announcements and policy guidelines to ensure employees have the freshest and most accurate details on their employment status and benefits.
UC San Diego Human Resources: Core Functional Areas and Key Entities
UC San Diego Human Resources operates as a comprehensive, multi-faceted organization that manages the entire employee lifecycle for one of the nation’s top public universities. The department’s strategic vision and direction are overseen by the Chief Human Resources Officer and its programs are executed across several specialized functional areas, which provide the essential services that support the campus and UC San Diego Health.
To provide topical authority, here is a detailed list of the primary functional areas, key systems, and relevant entities that define the UC San Diego HR ecosystem:
- Talent Acquisition & Employment: Manages the recruitment, classification, and hiring process for all staff positions. This includes the specialized Executive Recruitment Services and Temporary Employment Services (TES) division, which provides short-term staffing solutions for various campus departments.
- Compensation & Classification: Responsible for setting and managing the university’s pay structures, including the implementation of the new 2025-2026 General Salary Program.
- Benefits Office: Oversees the comprehensive employee benefits package, which includes medical, dental, and vision plans for the entire family, often beginning on the first day of employment. The office hosts regular Benefits Office Hours and new employee orientations.
- Employee Relations & Labor Relations: Manages collective bargaining agreements and oversees labor negotiations with various unions, such as AFSCME, which represents Patient Care Technical (EX) and Service (SX) workers.
- HR Systems & Payroll: Works in collaboration with the Enterprise Systems Renewal (ESR) Program to modernize administrative functions. The UCPath Center handles all employment and income verification, while HR manages the implementation of new timekeeping systems.
- Faculty and Staff Assistance Program (FSAP): A confidential service dedicated to helping campus employees resolve personal and work-related concerns, promoting overall well-being.
- Learning & Organizational Development: Focuses on professional development, training, and leadership programs, often in partnership with UC San Diego Extended Studies.
- Policy & Records Administration: Ensures compliance with all systemwide and federal policies, including recent updates to Paid Sick Leave protocols.
The 2025 Staff Hiring Pause: What It Means for UC San Diego
One of the most immediate and impactful changes for 2025 is the implementation of a Staff Hiring Pause at UC San Diego. Effective February 19, 2025, the university initiated a hiring pause for all core-funded positions.
This pause is a strategic decision intended to manage the university’s budget and resource allocation, and it affects both new hires and internal transfers into core-funded roles. While the pause is in effect until further notice, departments must follow specific Staff Hiring Pause Exception Guidance to fill critical roles. Non-core funded positions may still be considered, but all hiring actions are now subject to a higher level of scrutiny and approval through a centralized process.
The pause is a clear signal of the university's focus on operational efficiency and financial stewardship in the current fiscal environment. Employees and managers should consult the HR Center for Operational Excellence for the latest updates and required exception procedures.
Critical Compensation, Policy, and System Updates for 2025
Beyond the hiring pause, several other major HR changes are rolling out in 2025 that directly impact employee pay, time off, and the administrative systems used every day.
1. The 3.2% General Salary Program (GSP) Increase
A significant piece of good news for UC San Diego employees is the announcement of the 2025-2026 General Salary Program Guidelines. The university has approved an across-the-board general salary increase of 3.2% for all eligible employees. This raise is scheduled to take effect on July 1, 2025, providing a substantial boost to employee compensation as the new fiscal year begins.
2. Expansion of Paid Sick Leave
In alignment with systemwide policy, UC San Diego is implementing an expansion of paid sick leave benefits, effective January 1, 2025. This change is designed to provide greater flexibility and support for employees managing personal or family health needs. The HR Policy & Records Administration is responsible for communicating the precise details of the expanded accrual rates and usage protocols.
3. Major Payroll System Overhaul with Ecotime and ESR
The long-running Enterprise Systems Renewal (ESR) Program continues to reshape the university's administrative backbone. A major component of this renewal is the implementation of a new payroll timekeeping system called Ecotime.
Ecotime is set to replace several legacy systems, including MyTime and TAR, as well as various local paper-based processes. This transition aims to transform and streamline core business processes, providing a more modern and efficient experience for tracking work hours, leave, and payroll. This massive technological shift is one of the largest process and technology improvement programs ever undertaken at UC San Diego.
4. 2025 Labor Negotiations and Potential Strike Activity
Employee Relations is navigating a period of intense labor activity. UC San Diego was informed that the AFSCME-represented Patient Care Technical (EX) and Service (SX) workers are planning a 48-hour strike in 2025. Labor negotiations are a critical function of HR, and the outcome of these discussions will have a direct impact on essential services across the campus and the health system. Employees are advised to monitor official campus communications for updates regarding potential service disruptions.
These four key areas—compensation, time off, technology, and labor relations—represent the most critical and current developments managed by UC San Diego Human Resources in 2025. Understanding these shifts is essential for navigating the evolving employment environment at the university.
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