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2005-2006
Communiqués from the
Vice Chancellor of Academic Personnel
Expedited Review
 Proposal
to Renew Policy on Supplement to Military Pay
Issued
May 4, 2006
New
Appendix 37, Interdisciplinary Activity
Issued
January 24, 2006
Hurricane
Katrina Emergency Vacation Leave Sharing Program and
Temporary
Vacation Leave Conversion Program
Issued
November
21, 2005
2005-06
Academic Salary Plan
Issued
October
25, 2005
Revised
policy on the Supplement to Military Pay
Issued
October
25, 2005
2005-2006
Academic Personnel Workshop Dates
Issued
July 29, 2005
Expedited Review
Military Pay Extension and Proposed Two-Year Limitation on
Benefits
Issued
July 20, 2005
New revisions to the Merit Equity Review (MER) policy,
effective July 1, 2005
Issued
July 5, 2005
Important Notice
Whistleblower Notification
Issued via email
July 1, 2005
2004-2005 Vice Chancellor
Communiqués
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
2005-2006
Communiqués
E x p e d i t e d R e v i e w
May 4,
2006
DEANS, DEPARTMENT CHAIRS and DIRECTORS
Re proposal to renew policy on Supplement to Military Pay
We are
writing to inform you that the Policy on Supplement to
Military Pay is scheduled to end June 30, 2006. The Office
of the President is proposing to renew the University’s
Policy on Supplement to Military Pay to eligible employees
who serve on active military duty during Operation Enduring
Freedom or Operation Noble Eagle (the anti-terrorism and
homeland defense campaigns), Operation Iraqi Freedom, or any
other active military duty meant to support the President’s
call for a war on terrorism as a result of the September 11,
2001 attacks. The University is proposing to renew the
policy for a two-year period, effective July 1, 2006 through
June 30, 2008.
Under the
current policy, the University compensates eligible
employees for the difference between their University base
pay and military pay and allowances until the end of an
employee’s active military duty or until June 30, 2006,
whichever comes first. In addition, while employees receive
the military pay supplement, the University continues to pay
the UC contribution to the employees’ health plan subject to
the two-year lifetime limit that went into effect on
September 1, 2005.
Employees
who are not eligible for supplemental pay because their
military pay and allowances exceed their University wages,
may elect to continue their health plan coverage while on
military leave and the University will continue to pay the
UC contribution to those plans.
It is the
University’s desire to assist, to the extent possible,
employees who are called to active military duty during
these and related campaigns. Therefore, the University is
proposing to renew the policy for a two-year period,
effective July 1, 2006, through June 30, 2008.
For
employees called to active military duty after July 1, 2006,
benefits would be provided until the end of the employee’s
active military commitment, or until the June 30, 2008 end
date of the policy, whichever comes first.
Please
make this proposed policy available to your faculty and
other interested parties for comment. Opinions of faculty
members are of particular importance, given the central role
of shared governance in the University. However, your final
response should convey your
opinion of the impact of this policy from an administrative
point of view. Individual faculty members with concerns
about these policies should forward their comments to
Academic Senate leadership.
Implementation Guidelines and Extended Military Leave
Questions and Answers are available online at the following
website:
http://atyourservice.ucop.edu/employees/policies/policies/
proposed_policies/index.html
Since this is an expedited review, I
would appreciate receiving all comments by
Tuesday, May 16, 2006.
Thank you
for your attention to this matter.
Sincerely
yours,
Donna L.
Vredevoe, Ph.D.
Vice Chancellor
Academic Personnel
N e w A p p e n d i x
January 24, 2006
DEANS, DEPARTMENT CHAIRS and DIRECTORS
Re new Appendix 37, Interdisciplinary
Activity
As you may know, there has recently
been considerable discussion of the importance of
interdisciplinary work at UCLA, including an intensive
examination of the matter at a faculty retreat devoted to
this topic.
The
attached new appendix to The CALL, Appendix 37, which has
been reviewed and approved by the Council on Academic
Personnel, derives in part from these discussions. It
outlines the variety of circumstances in which
interdisciplinary activity occurs at UCLA, and provides
guidance for both faculty and administrators regarding the
ways in which interdisciplinary concerns can be incorporated
in academic programs and in the academic review process.
Please provide your faculty with an
opportunity to be informed regarding this new addition to
The CALL. Appendix 37, Interdisciplinary Activity is
available online at:
http://www.apo.ucla.edu/call/append37.htm
Sincerely
yours,
Donna L.
Vredevoe, Ph.D.
Vice Chancellor
Academic Personnel
sent via email
November
21, 2005
DEANS, DIRECTORS, DEPARTMENT CHAIRS, and ADMINISTRATIVE
OFFICERS
Re: Hurricane Katrina Emergency Vacation Leave Sharing
Program and Temporary Vacation Leave Conversion Program
The
University of California is implementing two programs, the
Emergency Vacation Leave Sharing Program and the Temporary
Vacation Leave Conversion Program, for employees who wish to
assist with Hurricane Katrina relief efforts.
The
Emergency Vacation Leave Sharing Program (EVLSP) is an
emergency program for temporary implementation in response
to Hurricane Katrina. The EVLSP allows an employee to donate
accrued vacation credits to another employee when the
recipient employee:
is needed
to assist family or friends who have been directly affected
by Hurricane Katrina, or
is
participating in disaster relief work but is not eligible
for administrative leave with pay or leave of absence with
pay (APM – 758), and
does not
have sufficient vacation balances or other paid leave
credits to cover his or her absence. The UCLA campus
guidelines for the Catastrophic Leave Sharing Program will
be applied in determining the methods for donating and
tracking vacation credits. Employees and supervisors need to
submit requests to Campus Human Resources, Healthcare Human
Resources, or Academic Personnel (see contact information
below). Program guidelines, a Donor Form and a Recipient
Application Request will be available through Campus Human
Resources. Requests may be granted until June 30, 2006.
Application of the program to exclusively represented
employees is subject to union notice procedures.
The
Temporary Vacation Leave Conversion Program (TVLCP) is a
temporary emergency program in response to Hurricane Katrina
pursuant to guidelines established by the IRS. Under the
program, employees may convert accrued vacation credits into
cash contributions for donations to qualified tax-exempt
organizations providing disaster relief.
The
donations will be made by the University directly to the
organizations on behalf of the employees. In accordance with
IRS regulations, employees who donate accrued leave credits
will not pay taxes on the value of the leave, and the
donation amount will not be included in employee income
reported to the IRS. Since the IRS will not tax the donation
amount, employees cannot claim a charitable deduction on
their tax returns.
The
organizations to which donations may be made are the Red
Cross (Hurricane Katrina Relief), Habitat for Humanity
(Operation Home Delivery), and the United Way (Hurricane
Katrina Relief Fund). The TVLCP is available between
November 1, 2005 and October 31, 2006 (donations must be
sent to the organizations by December 31, 2006 in accordance
with IRS requirements).
Employees
are asked to coordinate their requests with their department
personnel manager in order to determine the number of
accrued vacation hours to be donated. (Please note that
converted leave credits are treated similarly to terminal
vacation payments.) A request form, which sets forth the
requirements of the program, is available for downloading at
the following URL:
http://atyourservice.ucop.edu/employees/policies/other_programs/index.html
If you or
your staff have questions regarding the Emergency Leave
Sharing Program, please contact the Hurricane Katrina
Program Coordinator, Hilu Bloch at (310) 794-0421,
Healthcare Human Resources at (310) 794-0500, or the
Academic Personnel Office at (310) 206-8004. For questions
regarding the Temporary Vacation Leave Conversion Program,
please contact Lucy Eugenio in Payroll Services at (310)
794-8706.
Sincerely,
Donna
L.
Vredevoe, Ph.D.
Vice Chancellor
Academic Personnel |
Lubbe Levin, Ph.D.
Assistant Vice Chancellor
Campus Human Resources |
cc:
Senior Associate Director Mark Speare
Director Hilu Bloch
Director Lynne Thompson
October 25, 2005
DEANS, DEPARTMENT CHAIRS and DIRECTORS
Re 2005-06 Academic Salary Plan
This is to
announce that the University-wide Academic Salary Scales for
2005-2006, with pay rates effective October 1, 2005, are
available online at
http://www.ucop.edu/acadadv/acadpers/tab0506/tabcont.html.
With a few
exceptions below, the scales have been increased by a 2%
range adjustment. Special salary adjustments have been made
for the following scales:
-
In
accordance with the agreement between the UAW and the
University of California, the Salary Scales for Academic
Student Employees (ASE) in Tables 20, 21, and 22 have
been adjusted by a 3.5% increase, effective October 1,
2005.
-
The
Salary Scale for House Staff (Table 23) is used for both
Represented and Non-Represented house staff. Resident
Physicians at Levels I, II, and III received a special
salary adjustment ranging from 2.1% to 3.3%, effective
October 1, 2005. No salary adjustment was made to
Resident Physicians at Levels IV-IX. The medical centers
are responsible for ensuring funding to support this
salary adjustment.
-
The
Salary Scales for Graduate Student Researchers (Tables
24 and 25) received a special salary adjustment of 3.5%,
effective October 1, 2005, due to the lack of general
range or merit increases over recent years.
The Salary
Scale for the Professional Research Series, Fiscal Year, for
Business/Management and Engineering (Table 16) continue to
show salary ranges. All campuses must adjust salaries to the
maximum salary of the range for each step by October 1,
2005. After that date, the range will be collapsed into a
single rate.
The Salary
Scales for Lecturers and other Non-Senate Instructional Unit
members (Tables 17, 18, 19, 37, 38A, 38B) have been adjusted
by a 2% salary increase for Unit 18 titles, including
Represented and Non-Represented employees.
In the
Postdoctoral Scholar scale (Table 26A), campuses may provide
range adjustments for salaries that fall between the minimum
and maximum range of this scale per APM 390-18-b.
The Salary
Scale for Librarians (Table 31A) has been adjusted by a 2%
salary increase and is used for Non-Represented librarians.
This scale does not apply to Librarians in the bargaining
unit as salaries for 2005-06 are the subject of on-going
collective bargaining negotiations.
Salaries
for represented librarians will be published upon resolution
of the negotiations.
A new
Salary Scale for the title Continuing Educator (Table 36),
following issuance of the new Academic Personnel policy for
Continuing Educators earlier this year, is also included in
the Academic Salary Scales.
Sincerely
yours,
Donna L.
Vredevoe, Ph.D.
Vice Chancellor
Academic Personnel
October 25, 2005
DEANS, DEPARTMENT CHAIRS and DIRECTORS
Re revised policy on the Supplement to Military Pay
The
University of California will continue to provide reasonable
assistance to those University academic and staff personnel
who are serving on active military duty during Operation
Enduring Freedom or Operation Noble Eagle (the
anti-terrorism and homeland defense campaigns), or on any
other active military duty meant to support the President’s
call for a war on terrorism.
The Policy
on the Supplement to Military Pay provides eligible
employees with supplemental payments equal to the difference
between the employees’ University base pay and their
military pay and allowances, and continues the University
contribution to health plan premiums (collectively,
“benefits”). Some employees are not eligible for the
supplemental pay benefit because their military pay exceeds
their University wages. For these individuals who do not
receive supplemental pay, the University will provide the
employer-paid portion of the health plan premium when the
employee continues to make the employee contribution.
The Policy
on the Supplement to Military Pay, which expired June 30,
2005, has been extended through August 31, 2005. Thereafter,
the policy will be extended from September 1, 2005 through
June 30, 2006. For all employees receiving either or both
the supplemental pay benefit and the employer health plan
contribution, there is now a two-year lifetime limit on
benefits retroactive to December 14, 2001 (the policy’s
original implementation date). This limitation is consistent
with programs for employees of the State of California and
the California State University system.
For
employees who have received benefits under the policy for
longer than two years (during the period December 14, 2001
through September 1, 2005), benefits will cease as of August
31, 2005. The Chancellor may recommend an individual
exception be granted for any employee who would be adversely
affected by the retroactive application of the limitation.
The request for an exception should be made to the Associate
Vice President, Human Resources and Benefits.
Employees
who are called to active military duty after August 31,
2005, will receive benefits under the policy until the end
of the employee’s active military commitment or until June
30, 2006, whichever comes first. If an employee is not
eligible for the supplemental payments because the military
pay exceeds their University wages, the University will pay
the UC contribution for those employees who continue to make
the employee contribution to health plan coverage. Should
the need arise, the University may consider again extending
the supplemental pay and health premium contributions,
depending upon prevailing budget circumstances. Until that
time, the two-year benefit limit will apply.
The
implementation guidelines have been revised to reflect the
extension of the policy and are available at:
http://atyourservice.ucop.edu/employees/policies/policies/
other_policies/military_pay/mil_pay_guide.pdf
Sincerely
yours,
Donna L.
Vredevoe, Ph.D.
Vice Chancellor
Academic Personnel
July 29, 2005
DEANS and DEPARTMENT CHAIRS
Re: 2005-2006 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 2005-2006
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
Wednesday, October 5, 2005
9:00 a.m. to 12:00 p.m.
Hacienda
Room, Faculty Center
Advanced Topics Annual Workshop
Thursday, November 3, 2005
9:00 a.m. to 12:00 p.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
July 20, 2005
DEANS, DEPARTMENT CHAIRS and DIRECTORS
Re Military Pay Extension and Proposed Two-Year Limitation
on Benefits
We are writing to inform you that the Policy on Supplement
to Military Pay for active military duty meant to support
the President’s call for a war on terrorism as a result of
the September 11, 2001 attacks, which ended June 30, 2005,
has been extended. It is the University’s desire to assist,
to the extent possible, employees who are called to active
military duty during these and related campaigns. Therefore,
the policy which ended June 30, 2005, has been extended
through August 31, 2005.
Under current policy, the University compensates eligible
employees for the difference between their University base
pay and military pay until the end of an employee’s active
military duty or until June 30, 2005, whichever comes first.
The University also continues to pay the UC contribution to
employees’ health plan coverage/premiums while they receive
their supplement to the military pay.
At this time, the University of California submits for
formal review, a two-year limit on benefits effective
September 1, 2005 through June 30, 2006, retroactive to
December 14,
2001 (the policy’s original starting date) be implemented to
the policy. Therefore, under the proposal, benefits would be
provided as follows:
-
Employees whose benefits (supplemental pay and UC’s
contribution to health premiums) will be less than two
years in duration as of September 1, 2005, would be
provided benefits: (1) until the two-year limit
is reached, (2) until the end of the employee’s
active military commitment, or (3) until June 30,
2006, whichever comes first.
-
Employees currently receiving benefits that exceed two
years in duration as of September 1, 2005, would have
his or her benefits terminated as of August 31, 2005.
-
Employees called to active military duty after August
31, 2005, would be provided benefits until the end of
the employee’s active military commitment or until June
30, 2006, whichever comes first.
-
Employees who are ineligible for the supplemental
payments because their military pay exceeds their
University wages would be eligible for UC’s contribution
to health premiums, subject to the two-year limit.
Please make this proposed revision available to your faculty
and other interested parties for comment. Opinions of
faculty members are of particular importance, given the
central role of shared governance in the University.
However, your final response should convey your opinion of
the impact of this policy from an administrative point of
view. Individual faculty members with concerns about these
policies should forward their comments to Academic Senate
leadership.
Implementation Guidelines and Extended Military Leave
Questions and Answers are available online at the following
website:
http://atyourservice.ucop.edu/employees/policies/policies/
proposed_policies/mil_imp_guidelines.pdf
Since this is an expedited review, I would appreciate
receiving all comments by
Wednesday,
August 3, 2005.
Thank you for your attention to this matter.
Sincerely
yours,
Donna L.
Vredevoe, Ph.D.
Vice Chancellor
Academic Personnel
Enclosure
July 5, 2005
DEANS, DEPARTMENT CHAIRS and DIRECTORS
Re new revisions to the Merit Equity Review (MER) policy,
effective July 1, 2005
On July 1, 2003, we committed to review the MER process
within two years to ensure that all UCLA Ladder-Rank faculty
are appointed at the appropriate rank and step. The process
has been effective but required a few modifications.
Together with the Council on Academic Personnel and the
Executive Committee of the Academic Senate, new language has
been added to clarify the procedure for submitting a MER.
The attached new policy is effective July 1, 2005. Major
revisions include:
1) Policy (Section I):
[A MER] may not be scheduled in less than the normal merit
review interval (three years for Professor and two years for
Associate Professor) following a final administrative
personnel decision involving a CAP recommendation. Also a
MER may not be used in lieu of a currently available normal
personnel action, including a one-year
accelerated or deferred action.
2) Responsibility for Preparing the File (Section IV):
In extraordinary circumstances where permission is granted
to bypass both the Chair and the Dean, the Vice Chancellor
of Academic Personnel in consultation with CAP will be
responsible for appointing an ad hoc departmental committee.
These new revisions clarify the procedures and will provide
faculty members in a single department school a process for
submitting a MER.
The due date for all MERs is Friday, January 13, 2006 (see
attached Submission Deadlines). The MER procedure is
summarized in the UCLA CALL -- Appendix 35 and is available
online at:
http://www.apo.ucla.edu/call/append35.htm
Please review these new changes. Should you have any
questions, please contact Marsha Fractor in Academic
Personnel at extension 69515.
Sincerely
yours,
Donna L.
Vredevoe, Ph.D.
Vice Chancellor
Academic Personnel
Enclosure
I m p o
r t a n t N o t i c e
July 1,
2005
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; or poses a significant
threat to the health or safety of employees or the public.
Where To Report
You may report the matter to 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 -
You may call the UCLA Compliance
Hotline at (800)
296-7188. The hotline is
independently operated to help ensure confidentiality.
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. The protection
provided to whistleblowers is set out in the University's
Whistleblower Protection Policy.
For More Information
Contact your UCLA Human Resources or
Academic Personnel Office for information on the
University's Whistleblower Policy and Whistleblower
Protection Policy and the campus procedure for filing
whistleblower and whistleblower retaliation complaints. You
may also locate the information on the UCLA Administrative
Policies & Procedures website 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
website or e-mail. However, visit our website 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 7/01/2005
Website last updated
5/08/2006
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