What is UCPath?

  • UCPath stands for UC Payroll, Academic Personnel, Timekeeping and Human Resources.
  • UCPath will support an active payroll of 190,000 UC employees.
  • PeopleSoft Human Capital Management is replacing the current payroll system (PPS) and providing the University with opportunities to conduct business in better ways. PeopleSoft is an industry standard tool.
  • Payroll, Human Resources, and Academic Personnel business processes are being re-engineered.
  • The UCPath Center, a shared service center in Riverside, is being staffed to service all UC employees.

Why UCPath?

  • Consistent, quality data will enable us to make better decisions.
  • Efficient, accurate payroll leads to less time spent identifying and correcting pay and benefits errors and greater confidence among faculty and staff in the accuracy of pay and benefits.
  • Employees can feel confident that their pay and benefits will be correct and they will receive quality service.
  • Reduced time and effort to bring new staff up to speed on the systems and processes.
  • We have achieved excellence in academics and research. We need administrative operations that are excellent as well.
  • By increasing the quality of our business systems and operations, we will be better able to support our faculty in delivering unparalleled excellence in academics and research.
  • UCPath will change how we do our work; it is not just a system change. It is a transformation of how we do our work.
  • This is an opportunity to develop new, efficient business processes. Rather than making small, piecemeal adjustments, we can take a comprehensive approach.
  • Electronic timekeeping, bi-weekly pay, and UCPath are all part of a comprehensive effort to elevate the quality of our business operations.


  • UCPath is the result of a 2009 white paper from the campus controllers, addressing concerns that the current payroll system (PPS) represented a significant risk for the UC system.
  • PPS is 33 years old. The year PPS was launched in 1981, IBM introduced its first PC; the word “Internet” was first mentioned; and typewriters were standard in offices.
  • There are 11 versions of PPS; no two are the same. Each campus maintains its own staff to update its local customized version of PPS rules and code. Each campus maintains unique shadow systems to mitigate deficient functionality.
  • 120 years of business rules and code knowledge has been lost in the last 5 years due to staff retirements.

Core Changes

  • Standardization of approximately 100 payroll, benefits, finance/GL integration, absence management, compensation, and human resources processes across UC campuses and medical centers.
  • Consolidation of UC payroll systems in one, single instance of PeopleSoft Human Capital Management.
  • Development of a shared services center in Riverside and centralization of certain transactional benefits and payroll work.
  • Factor accruals & positive pay; Composite benefit rate; Employee and manager self-service.