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2004-2005
Communiqués from the
Vice Chancellor of Academic Personnel
 Staff
and Academic Reduction in Time (START) Program - Proposed
Extension
from July 1, 2005
to June 30, 2006
Issued
May 24,
2005 (via email)
Formal
Designation of Distinguished Professor
Issued
October 6,
2004
2004-2005 Academic Personnel Workshop Dates
Issued
July 29, 2004
Important Notice
Whistleblower Notification
Issued
July 1, 2004
2003-2004 Vice Chancellor
Communiqués
2002-2003 Vice Chancellor
Communiqués
2001-2002 Vice Chancellor
Communiqués
2000-2001
Vice Chancellor Communiqués
1999-2000
Vice Chancellor Communiqués
1998-1999
Vice Chancellor Communiqués
1997-1998
Vice Chancellor Communiqués
2004-2005
Communiqués
P L E A S E P O S T
May 24,
2005
DEANS, DIRECTORS, DEPARTMENT CHAIRS & ADMINISTRATIVE
OFFICERS
Re: Staff and Academic Reduction in Time (START)
Program--Proposed Extension from July 1, 2005 to June 30,
2006
The
University is proposing a one-year extension of the START
program for current participants, contingent upon Regental
approval. The START program, implemented on June 1,
2003 and due to end on June 30, 2005, is a temporary program
intended as an optional tool for departments to achieve
short-term salary savings through employees’ voluntary time
reductions during the University’s budget crisis.
Because
the program has helped to meet budget reduction goals for
departments, minimized the need for layoffs, and addressed
the work-life needs of many employees,
the University would like to extend the program for one year
for current participants. This extension will serve to phase
out the program while providing continued temporary salary
savings where needed for an additional year.
The
University’s proposal is contingent upon Regental approval
to amend the University of California Retirement Plan (UCRP).
The amendments would ensure that, during the extension
period, participation in the program does not reduce an
employee’s accrual rate of UCRP service credit or the amount
of pay used to determine UCRP benefits. Employees who are
participating in the program as of June 30, 2005 could
request an extension of their START contract, with the
approval of their department head, until no later than June
30, 2006 under the program’s current basic provisions:
-
Eligible employees are academic personnel, except those
in faculty and student academic titles, and regular
status (non-probationary career) staff.
-
Participants voluntarily reduce their working time for a
minimum of 10% to a maximum of 50% of full-time, and for
a minimum of one month to a maximum of 12 months.
-
On a
month-by-month basis during their START contract,
participants earn vacation and sick leave credits at the
same rate as before START.
-
On a
month-by-month basis during their START contract,
participating UCRP members earn UCRP service credit for
each START month at the same rate as before START (must
be on pay status for at least 50% of full-time during
each month of participation).
Participants’ UC health and welfare, retirement, disability,
and survivor benefits are not affected during START. The
updated program description, Q&As, and other information on
the START program will be available at the following URL:
http://atyourservice.ucop.edu/employees/policies/policies/other_policies/start.html.
This is a
formal review. Comments from academic employees should be
directed to Assistant Manager Esther Hamil at
ehamil@conet.ucla.edu
in Academic Personnel. Comments from campus staff employees
should be directed to Director Hilu Bloch at
hbloch@be.ucla.edu
or from UCLA Healthcare employees to Director Maure Gardner
at
mgardner@mednet.ucla.edu.
Since this is an expedited review, we would appreciate
receiving your comments no later than
Wednesday, June 15, 2005.
Thank you for your assistance in this matter.
Sincerely,
Lubbe
Levin, Ph.D.
Donna L.
Vredevoe, Ph.D.
Assistant Vice Chancellor
Vice Chancellor
Campus Human Resources
Academic Personnel
October 6, 2004
DEANS, DEPARTMENT CHAIRS, and DIRECTORS
Re: Formal Designation of Distinguished Professor
The
special rank “Above Scale” is provided for faculty whose
achievements, after thorough peer review as provided for in
the CALL and the Academic Personnel Manual, warrant the
designation of “highest distinction.” For some time
consideration has been given, by the Academic Senate, to
providing an official recognition, beyond the abstract
“Above Scale” title, for those who have earned that
distinction.
After
appropriate consultation with you and the Academic Senate,
and in view of parallel practices on some of the other UC
campuses, it has now been concluded that faculty at UCLA who
have achieved the Above Scale rank may, if they choose, use
the title of “Distinguished Professor” (e.g., Distinguished
Professor of X) in their communications. However, it must
be understood that the title “Distinguished Professor” will
not be a payroll title.
Please
notify your faculty to this effect.
Sincerely
yours,
Donna L.
Vredevoe, Ph.D.
Vice Chancellor
Academic Personnel
DEANS and
DEPARTMENT CHAIRS
Re: 2004-2005
Academic Personnel
Workshop Dates
Each year two
workshops are held in which we address the various aspects
of academic personnel policy and procedures.
The
first workshop for the 2004-2005 academic year is designed
for new Deans and Chairs. The second workshop is designed
for all Deans and Chairs and is tailored to address advanced
topics and current issues.
Please hold the
following dates on your calendar:
New Deans and
Chairs Workshop
Thursday, October 14, 2004
9:00 a.m. to 12:00 p.m.
2121 Murphy Hall
Advanced
Topics Annual Workshop
Wednesday, October 20, 2004
8:30 a.m. to
11:30 a.m.
California Room, Faculty Center
Invitations will
be sent out in late September with more information. I look
forward to seeing you there.
Sincerely
yours,
Donna L.
Vredevoe, Ph.D.
Vice Chancellor
Academic Personnel
I m p o
r t a n t N o t i c e
July 1,
2004
UCLA FACULTY
Re: Annual
Whistleblower Notice
UCLA is
required by law to send out the following notice to
employees electronically by
July 1st of each year. This
notice explains how to report improper activities under
University policy using the California
Whistleblower Protection Act.
Flyer in .pdf
format
Additional Links:
APM 190 Appendix A-1: Whistleblower Policy
APM 190 Appendix A-2: Whistleblower Protection Policy
HOW TO BLOW THE WHISTLE
ON SUSPECTED IMPROPER ACTIVITIES
UCLA wants you to report improper
activities
and will protect you from retaliation for whistleblowing
What You Can Report
Any activity by UC or a UC employee
that violates any state or federal law or regulation (e.g.,
corruption, malfeasance, bribery, theft or misuse of
government property, fraud, coercion, or conversion); or
wastes money, or involves gross misconduct, gross
incompetence, or gross inefficiency.
Where To Report
Your supervisor (or other appropriate
administrator within your unit), who will report it to one
of the appropriate offices below:
* Academic Personnel
Office
* Audit & Advisory
Services
* Dean - Graduate
Division
* Human Resources
- or -
You may report directly to any of the
above offices
- or -
Call the UCLA Confidential Hotline at
(800)
296-7188. The UCLA Confidential Hotline is managed by an
independent company with trained personnel to take your
call.
How to Report
* In writing or orally
* With as much specific factual
information possible (report what you know, but don't
investigate-leave that to the experts!)
* Anonymously, if you prefer
Confidentiality will be maintained, to
the extent possible.
Protection from Retaliation
If you believe you have been
retaliated against for whistleblowing, you may contact your
UCLA Human Resources or Academic Personnel Office for
information on how to file a complaint.
For More Information
Contact your UCLA Human Resources or
Academic Personnel Office for information on the
University's Whistleblower and Whistleblower Protection
policies and the campus procedure for filing whistleblower
and whistleblower retaliation complaints. You may also
locate the information on the UCLA Administrative Policies &
Procedures Web site at
http://www.adminvc.ucla.edu/appm.
Blow the Whistle on State
Government
Fraud and Waste
In addition to the above UCLA reporting procedures, you have
the option of reporting improper activities directly to the
State Auditor whistleblower hotline at (800) 952-5665
or to the California Attorney General whistleblower hotline
at (800) 952-5225.
A Message from the
State Auditor:
Call the state auditor's whistleblower hotline to
report the improper acts of state agencies or employees
What We
Investigate
* Illegal acts like theft,
fraud, or conflicts of interest by state employees.
* Misuse or abuse of state property or time by state
employees.
* Gross misconduct, incompetence, or inefficiency by state
employees.
We Follow
Through When Our Investigation Substantiates Your Allegation
Although we have no
enforcement power, we keep the ball rolling by reporting the
results
of investigations that substantiate improprieties to:
* The head of the employing agency
* The attorney general or other enforcement agencies,
legislative committees, and any
other authority with jurisdiction
* The general public, keeping identities confidential
State Law Goes to Bat for You
* It requires the Bureau of
State Audits to shield your identity (except from law
enforcement).
* It helps guard against intimidation, threats, or coercion
by state employees that could
interfere with your right to disclose improper government activities.
* It helps keep you safe from reprisal, retaliation,
threats, or coercion for reporting such
information.
If You Experience
Retaliation, Speak Up!
If you're a state employee,
contact the State Personnel Board in writing at 801 Capitol
Mall, MS53, Sacramento, CA 95814. For additional
information, call (916) 653-1403.
Report What You Know -- Call
1(800) 952-5665 or
Mail the information to: Investigations, Bureau of State
Audits, 555 Capitol Mall, Suite 300, Sacramento, CA 95814.
We cannot accept complaints via our
Web site or e-mail. However, visit our Web site at
www.bsa.ca.gov/bsa/hotline/filecomp.html for more
information on filing complaints.
Remember! The Bureau of State
Audits can only investigate state government improprieties.
We do not investigate misconduct by federal or local
governments or by private businesses or organizations.
Revised 6/30/2004
Website last updated
6/1/2005
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