Sincerely,

Norman Abrams
Vice Chancellor
Academic Personnel   

P L E A S E   P O S T

April 11, 2001

DEANS, DEPARTMENT CHAIRS and DIRECTORS

Re:  Retirement Contributions on Academic Appointee Summer Salary

Last fall we circulated for review a proposal originated by the University Committee  on Faculty Welfare to institute contributions to the Defined Contribution Plan for academic appointees who earn summer salary.  After extensive consultation, we took a recommendation for coverage of summer salary to the Regents for approval.

We received approval in November 2000 from The Regents to begin employer and employee contributions to the Defined Contribution Plan Pretax Account on academic appointee summer salary effective with summer salary payments made on or after July 1, 2001.  Enclosed is a more detailed description of the new program.

Sincerely,

Norman Abrams
Vice Chancellor
Academic Personnel   

Retirement Contributions on
Academic Appointee Summer Salary
Effective July 1, 2001

Compensation that many academic appointees receive for summer session teaching or summer research is not considered “Covered Compensation” for determining University of California Retirement Plan (UCRP) benefits.  Since summer salary can be a significant portion of an academic appointee's annual earnings, The Regents have determined that some coverage for retirement purposes is appropriate.  Therefore, an employer and employee contribution to the Defined Contribution Plan Pretax Account based on those summer earnings has been approved by The Regents, to be effective with summer salary payments made on or after July 1, 2001.

Eligibility
Eligible employees are academic appointees who: 

1.     have Academic-Year (9/12) appointments;

2.     are active members of UCRP or a defined benefit plan to which UC contributes; and

3.     earn eligible summer salary, as defined below.

Eligible Summer Salary
For purposes of the new retirement contribution, eligible summer salary is additional compensation that is not Covered Compensation for purposes of defined benefit retirement benefits and that is paid in accordance with APM 660 for: 

1.   summer research;

2.   summer teaching; and/or

3.   summer administrative service (generally, payments to Department Chairs, Vice Chairs, etc. for administrative duties paid as “1/9ths”).

EXCLUSIONS
Payments from University Extension are excluded.

contribution rate
The total contribution rate will be 7% of eligible summer salary, based on an employee pretax contribution of 3.5% and an employer pretax contribution of 3.5%.  The employer contribution will be attributed to the same funding source that provides the academic appointee’s summer salary.

P L E A S E   P O S T

November 17, 2000

SCHOOL OF DENTISTRY 
SCHOOL OF MEDICINE

Re:  Proposed Revised Salary Scale for Resident-Pharmacy, Chief Resident-Pharmacy, and Resident Physician/Post-D.D.S.

The UC Medical Schools have recommended a market-related adjustment to the Intern, Resident, Resident Physician or Post-D.D.S. salary scale.   Enclosed for formal review is the proposed revised salary scale.  The revised scale reflects an increase in the following rank and steps in the Intern, Resident, Resident Physician or Post-D.D.S. salary scale:

• Resident - Pharmacy

• Chief Resident - Pharmacy

• Resident Physician/Post-D.D.S. Step I

• Resident Physician/Post-D.D.S. Step I

The proposed market-related increases will help campuses remain competitive in the recruitment of residents.

The proposed revised Intern, Resident, Resident Physician or Post-D.D.S. salary scale will be effective January 1, 2001.  Campuses are responsible for ensuring the funds to support the new scale.

A draft notice communication of the proposed revised Intern, Resident, Resident Physician or Post-D.D.S. salary scale is included for your use, and affected employees should be afforded the opportunity to review and comment.  In addition, the proposed revised Intern, Resident, Resident Physician or Post-D.D.S. salary scale may be viewed at:

Thank you for your attention to this matter.  Please make this proposed new policy available to your faculty and all interested parties for comment. I request that you return comments to me by Friday, December 1, 2000.

October 13, 2000

I am writing to remind you that reports by faculty members of their outside professional activities for the year 1999-2000 should be submitted to Department Chairs no later than Wednesday, November 1, 2000.  Reports should also be obtained from administrative officers who hold one of the listed faculty titles in a department.

Detailed information concerning these annual reports, including a listing of those faculty members who should submit reports, is set forth in The CALL, Appendix 19.  The Outside Professional Activities Report can be easily accessed on the Academic Personnel Office web site at http://www.apo.ucla.edu/salary.htm.

   Department Chairs are asked to take appropriate steps to ensure that these reports are filed.  Thank you for your attention to this matter.

Sincerely,

Norman Abrams
Vice Chancellor
Academic Personnel 

S p e c i a l   M e s s a g e   f r o m
t h e   C h a n c e l l o r
 

October 5, 2000

Dear Members of the UCLA Community:

Last June, Norman Abrams informed me of his intention to conclude his service as Vice Chancellor, Academic Personnel, at the end of the 2000-2001 academic year in order to return to full-time teaching and scholarship at the School of Law. Recognizing the enormous contribution he makes to the University in his post as Vice Chancellor, I asked him to reconsider that decision, and he agreed to do so. Upon lengthy reflection, however, he has decided to step down from the position in which he has performed superbly since 1991.

Vice Chancellor Abrams oversees the academic personnel process, acting on my behalf to make the final decisions in regard to the appointment and promotion of UCLA faculty members. He also oversees the faculty grievance and disciplinary processes, as well as a number of other programs and processes that relate to faculty life on our campus.

Given the personal and institutional importance of academic personnel decisions, the Vice Chancellor responsible for this area must have the confidence of faculty members and academic leaders. This is indeed the case for Norm Abrams, who has earned and continues to merit the trust and respect of his academic colleagues across the campus.

Working closely with the Academic Senate and with my office, Vice Chancellor Abrams has been instrumental in making the academic personnel process more efficient; in substantially revising faculty discipline procedures; in reformulating the campus’s endowed chair policy; in proposing revisions to the faculty compensation system; and in many other enhancements to UCLA’s enterprise. I rely upon his counsel in a variety of important matters, from executive searches to strategic academic initiatives.

Vice Chancellor Abrams’ commitment to faculty excellence echoes his dedication to seeing UCLA thrive and excel. I am grateful for the integrity and the conscientiousness with which he carries out his duties, and for his wide-ranging contributions to the University, which undoubtedly will continue. I know that the campus community joins me in thanking and congratulating Norm as he completes his tenth year as Vice Chancellor, Academic Personnel, and prepares to rejoin the Law School in Fall 2001.

We expect soon to appoint a committee to conduct a search for the next Vice Chancellor, Academic Personnel. Identifying a worthy successor to Norm Abrams is a challenge that will require the best efforts of all of us.

Albert Carnesale
Chancellor

P L E A S E   P O S T

September 27, 2000

DEANS, DEPARTMENT CHAIRS and DIRECTORS

Re: Update on the Proposed 2000-2001 Academic Salary Plan

This is a follow-up to the August 11, 2000, notice regarding the proposed 2000-2001 Academic Salary Plan.

As indicated in that notice, the 2000-2001 California state budget includes funding for   a cumulative 3% parity/range adjustment for eligible faculty titles and a general range adjustment of 2% for all other academic employees not covered by a collective bargaining agreement.  In addition, a special augmentation of $19 million for salary increases, for certain state-funded UC staff and Non-Senate academic employees who are not eligible for the faculty market based parity adjustment was discussed without exact details. 

Details have now been made available and the special funding augmentation will be distributed as follows:

§    An additional 2 percent salary increase for non-represented academic employees, whose annual salary rate is less than or equal to $40,000, in the following titles:  Junior and Assistant Supervisor of Physical Education, Junior and Assistant Specialist, Acting Junior ___ in the AES, Acting Junior Astronomer, Assistant Cooperative Extension Advisor, Academic Coordinator, non-student Postgraduate and Postdoctoral Researcher, Coordinator of Public Programs, and Continuing Education Specialist—University Extension.

 §     An additional 1 percent salary increase for non-represented academic employees, whose annual salary rate is above $40,000 and below $80,000, in the following titles: the Supervisor of Physical Education series, the Specialist series, the non-represented Librarian series, the Cooperative Extension Advisor series, Academic Coordinator, Academic Administrator, non-student Postgraduate and Postdoctoral Researcher, Assistant and Associate University Librarian, Coordinator of Public Programs, and Continuing Education Specialist—University Extension.

Salary increases for UC academic appointees covered by collective bargaining agreements must be negotiated before they can be implemented.  Bargaining with represented academic employee groups may result in a different distribution of the additional state funding augmentation than that described above for non-represented academic employees in the titles specified.  This could create situations where adjustments may be necessary due to equity issues.  If this occurs, UC will work to assess any such issues.  Any action taken to resolve such issues would occur at a later time, and affected academic employees would be notified.

As stated above, salary actions for exclusively represented UC academic and staff employees are subject to the terms of existing collective bargaining agreements or to meeting and conferring in accordance with provisions of the Higher Education Employer-Employee Relations Act (HEERA), as appropriate.  Unions have been apprised of the University’s understanding regarding the intended distribution of the additional $19 million and   bargaining concerning that distribution is either in progress or will begin soon.

The University of California 2000-2001 Academic Salary Scales are available online at http://www.ucop.edu/acadadv/acadpers/tab0001/tabcont.html.

Sincerely,

Norman Abrams
Vice Chancellor
Academic Personnel

P L E A S E   P O S T

August 11, 2000 

DEANS, DEPARTMENT CHAIRS and DIRECTORS

Re: Proposed 2000-2001 Academic Salary Plan

The 2000-2001 California state budget includes funding for the regular annual general range adjustment for UC academic employees, and a special augmentation for additional salary increases primarily for lower paid employees.  Both increases are intended to be effective October 1, 2000.  Actual salary increases for UC academic appointees covered by collective bargaining agreements must be negotiated before they can be implemented.  The University is proposing the following 2000-2001 salary distribution plan for UC academic appointees:  

§       A cumulative 3.0 percent parity/range adjustment would be applied to Professor, Lecturer SOE, and Professional Research scales.  A larger increase will be provided for the Assistant rank (approximately 3% - 4%) than for the Associate rank (approximately 2.8% - 3.5%) and Full rank (approximately 2.8%). 

§       Also included in the overall state budget is sufficient funding to return the salaries of Specialists in Cooperative Extension to equivalence with ladder rank faculty.

§       A special market-related adjustment, in addition to the general range adjustment, is being developed for Interns, Residents and related titles.

§       All other academic salary scales would receive the general range adjustment of 2 percent on October 1, 2000. 

The University received a special state budget augmentation of $19 million for salaries of state funded staff employees and academic employees who are not eligible for the parity/range adjustment.  Consistent with the Governor’s intention that this augmentation should primarily improve compensation for lower paid employees, the University is also currently considering the following increases, in addition to the general range adjustment, for those academic employees not receiving the special adjustments noted above: 

§       A special salary increase for the “lower paid” steps in the following academic titles:  Junior Supervisor of Physical Education, Junior and Assistant Specialist, Acting Junior ___ in the AES, Acting Junior Astronomer, non-student Postgraduate and Postdoctoral Researcher, and Academic Coordinator.  Although the definition of “lower paid” was not specified in the state budget, an initial definition that may be based on UC’s median salary is being considered. 

§       Salary scales for Graduate Student Researchers and equivalent titles would be increased by an additional 1.5 percent to match the recently provided increase for Teaching Assistants and equivalents, Readers, Tutors, and Remedial Tutors. 

§       A smaller increase for other academic employees with salaries above the “lower paid” threshold but who are not “highly compensated”.  The IRS currently defines “highly compensated” as those earning $80,000 or above, and that salary level is being considered as the upper limit for distribution of funding.   Consistent with the intent of the legislature, none of the additional state funds will be used for highly compensated employees.   This smaller increase would be given to employees meeting the salary criteria in the following academic titles: the Supervisor of Physical Education series, the Specialist series, the non-represented Librarian series, the Cooperative Extension Advisor series, Academic Coordinator, Academic Administrator, non-student Postgraduate and Postdoctoral Researcher, Assistant and Associate University Librarian, Coordinator of Public Programs, and Continuing Education Specialist—University Extension.

Further information on the exact amount and distribution of these additional state funds will be available as soon as details are determined.  The process is complex due to the necessity of balancing employee needs, state expectations, the collective bargaining process and the availability of funds.

As stated earlier, salary actions for exclusively represented UC academic and staff employees are subject to the terms of existing collective bargaining agreements or to meeting and conferring in accordance with provisions of the Higher Education Employer-Employee Relations Act (HEERA), as appropriate. 

Thank you for your attention to this matter.  I request that you return comments to me by Monday, September 11, 2000.

Sincerely,

Norman Abrams
Vice Chancellor
Academic Personnel

P L E A S E   P O S T

July 24, 2000

DEANS, DEPARTMENT CHAIRS and DIRECTORS

Re:  Proposed Retirement Contributions on Academic Appointee Summer Salary

The University of California proposes to implement a retirement contribution on academic appointee summer salary effective July 1, 2001.

Currently compensation that many academic appointees receive for summer session teaching or summer research is not Covered Compensation for determining University of California Retirement Plan (UCRP) benefits.  Summer salary can make up a significant portion of an academic appointee's annual earnings.  This proposal would institute an employee and employer contribution to the Defined Contribution Plan (DC Plan) for academic appointees with summer salary as described  below.

(1) Eligible employees would be academic appointees who:

• have Academic-Year (9/12) appointments;

• are active members of UCRP or a defined benefit plan to which UC contributes; and

• earn eligible summer salary, as defined below.

(2) Eligible summer salary would be additional compensation that is not Covered Compensation and that is paid in accordance with Academic Personnel Policy 660 for:

• summer research;

• summer teaching to include Summer Session; or

• summer administrative service (payments to Department Chairs, Vice Chairs, etc. for administrative duties paid as “1/9ths”)

• Payments from University Extension would be excluded.

The total retirement contribution for summer salary would be a total of 7 percent.  This would be based on an employee pretax contribution of 3.5  percent and an employer contribution of 3.5 percent.  All eligible employees would be required to participate (there would be no opt-out provision).  The employer contribution would be charged to the same funding source as the appointee’s summer salary such as state funds or contracts and grants.

Please make this proposed new policy available to your faculty and all interested parties for comment.  The proposal is also available online at:

http://www.ucop.edu/acadadv/acadpers/apm/dcp-let.html

Thank you for your attention to this matter.  Please return any comments to me no later than Wednesday, August 23, 2000.

Sincerely,

Norman Abrams
Vice Chancellor
Academic Personnel