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2006-2007
Communiqués from the
Vice Chancellor of Academic Personnel
 Changes
to MOP Loan Programs
Special
Wage Increases for Academic Appointees Earning Below $40,000
Issued
via email
April 27, 2007
Faculty
Recruitment and Retention
Issued
via email January 24, 2007
2006-07
Academic Salary Plan
Issued
September 29,
2006
Policy
on Supplement to Military Pay – Two-Year Renewal
Issued
August
10, 2006
Important Notice
Whistleblower Notification
Issued via email
June 30, 2006
2005-2006 Vice Chancellor
Communiqués
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
2006-2007
Communiqués
June
11, 2007
DEANS, DEPARTMENT CHAIRS and DIRECTORS
Re: Changes to MOP Loan Programs
As you
may know, campus representatives have been working with the
Office of the President over the past year to make changes
to the Mortgage Origination Loan Program (MOP), which is a
critical recruitment and retention resource. We sought
changes to respond to escalation in home prices in
California, and to provide added flexibility to the program,
to allow us to better assist our borrowers in purchasing and
financing a home.
I am
pleased to inform you of the following changes approved by
The Regents on May 17, 2007, which are effective
immediately:
-
The
maximum MOP loan amount within campus approval has been
increased from $1,000,000 to $1,330,000. Additionally,
this amount will now be indexed annually each April
based upon the sales price index change. MOP loans above
the campus maximum (currently $1,330,000) will require
approval by the President, the Chairman of the Board of
Regents, the Finance Committee Chair, and the
Compensation Committee Chair.
-
MOP
loan borrowers may now choose an interest-only payment
period for up to 10 years, which has no negative
amortization, and at least a 30 year remaining term
after the initial interest-only period, to ease the
payment transition to a fully amortizing loan.
-
MOP
loans made for the following purposes will now be
referred to as Limited Resource Allocation loans (rather
than “exception” loans):
- refinancing existing
housing debt secured on the borrower’s primary
residence;
- receiving a second UC loan
near the same work location replacing a primary
residence; or
- receiving a UC loan to
purchase a primary residence even though the
applicant previously owned a home near the work
location within the past 12 months.
-
The
Regents reaffirmed that all loans require approval of
The Regents for staff positions with cash compensation
above the Indexed Compensation Level (currently $200K),
or employees appointed to positions named by The Regents
as requiring compensation approvals.
For
information regarding all loan policies and programs, please
contact the UCLA Faculty Housing and Loan Office at
extension 42649, or visit the systemwide loan programs
website at
http://www.ucop.edu/facil/olp.
Sincerely,
Thomas
Rice, Ph.D.
Vice Chancellor
Academic Personnel
cc:
Chancellor Abrams
Executive Director Erickson
Manager MacEachern
Administrative Vice Chancellor Morabito
Vice Chancellor Olsen
DEANS
and DEPARTMENT CHAIRS
Re: Special Wage Increases for Academic Appointees Earning
Below $40,000
In recognition of the impact of California’s high cost of
living on employees, and as part of ongoing efforts to
provide competitive total compensation for all university
employees, UCLA will be implementing the following wage
increases effective April 1, 2007. The increase is
distributed as follows:
-
Employees earning $30,000 or more but less than $35,000
per year will receive a 1% salary increase in the Junior
Specialist titles (TC 3330); and
-
Employees earning $35,000 or more but less than $40,000
per year will receive a 0.5% salary increase in the
Academic Coordinator (TC 0840), Assistant Specialist (TC
3220), Junior Specialist (TC 3330), Continuing Education
Specialist (TC 3514) and Coordinator of Public Programs
(TC 3515) titles.
The revised Salary Scales for Tables 28, 35, 40 and 44, are
available online at
http://www.ucop.edu/acadadv/acadpers/tab0607/tabcont.html.
The salary
increase and retroactive payments will be reflected in the
June paychecks.
Sincerely,
Thomas Rice, Ph.D.
Vice Chancellor
Academic Personnel
sent via email
January 24, 2007
Dear
Department Chairs,
Many of
you will be recruiting faculty during the winter quarter and
will therefore be engaged in complex negotiations to attract
particular individuals to UCLA. I understand and support
aggressive efforts to recruit highly-qualified faculty in a
highly competitive academic market. At the same time,
however, I must also remind you that it is critical that
your recruiting efforts comply with University policies and
standards. Here are some of the policies relevant to faculty
recruitment and retention that you need to bear in mind:
-
Please note in writing that offers at the Associate or
Full Professor levels are “subject to the Chancellor’s
approval.”
-
Broad, inclusive searches are essential to achieving
faculty excellence. For information about faculty
searches and diversity I encourage you to contact
Associate Vice Chancellor Rosina Becerra or see
http://faculty.diversity.ucla.edu/searches. Her
office has a wealth of information to aid and ensure
that the search process meets University requirements.
-
Salaries above the threshold for various fields of study
must be approved by the Office of the President in
addition to the Chancellor. The UCOP thresholds can be
found at:
http://www.ucop.edu/acadadv/acadpers/tab0607/appendix.pdf.
-
UC
policy does not permit the transfer of sabbatical credit
from a non-UC institution to UCLA. Policy does, however,
permit adjusting teaching schedules to meet the research
needs of individual faculty.
-
Policy forbids us from offering a general “signing
bonus” for new faculty members. Each element of the
package (e.g., housing, laboratory set-up) must be
consistent with the Academic Personnel Manual, and each
element -- including but not limited to salary, summer
ninths, teaching release, research support, relocation
and moving expenses, and housing assistance -- should be
negotiated separately and specified in the written
offer.
If you
are recruiting, I urge you to take a look at:
http://www.tax.ucla.edu/UCLA Recruiting Incentives
Summary.pdf. This link contains a very useful
summary of what can and cannot be offered with respect to
travel, housing, loans, auto expenses, educational
assistance, child care services, and research support. We
have wide but not unlimited latitude to offer off-scale
salaries, assistance with reasonable and customary
relocation and moving expenses, and assistance with
temporary housing. Rebecca Beatty, Director of Business and
Administrative Services, stands ready to provide you with
more information about faculty relocation and moving.
The University also provides housing assistance, primarily
through the Mortgage Origination Program and the
Supplemental Home Loan Program. For more information about
faculty housing and loans, contact Linda MacEachern, Manager
of Faculty Housing and Loan Programs, and review the
University Loan Programs website at
http://www.ucop.edu/facil/olp. Feel free to contact
her with scenarios or draft offer letter language regarding
loans, to ensure that such offers are compliant with
ever-changing policy.
This memo has addressed only some of the recurring issues in
faculty recruitment.
For a more complete review of recruitment policies and
procedures, contact my office or see Appendix 22 of The UCLA
CALL, Summary of Recruitment Policy at
http://www.apo.ucla.edu/call/append22.htm.
In addition, I am happy to talk with you about recruitment
strategies and resources, including any questions that arise
about specific candidates or faculty members.
I hope
you find this information to be helpful. Thank you all for
your support and collegiality over the past months.
Sincerely,
Thomas Rice, Ph.D.
Vice Chancellor
Academic Personnel
cc:
Rebecca Beatty
Rosina Becerra
Linda MacEachern
Scott Waugh
September 29, 2006
DEANS,
DEPARTMENT CHAIRS and DIRECTORS
Re: 2006-07
Academic Salary Plan
This is to
announce that the Universitywide Academic Salary Scales for
2006-2007, with pay rates effective October 1, 2006, are
available online at
http://www.ucop.edu/acadadv/acadpers/tab0607/tabcont.html.
With a few
exceptions below, the academic 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 UC,
the Salary Scales for Academic Student Employees (ASE)
in Tables 20, 21, and 22 have been adjusted by an
additional 1.5% (merit equivalent), for a total 3.5%
increase effective October 1, 2006.
-
In
accordance with the agreement between the AFT and UC,
the salary rate for Assistant Librarian, Step I in Table
31A has been increased to $40,008, effective October 1,
2006. Additionally, the hourly rate for the Hourly
Intermittent Librarian, Step I in Table 31B has also
been increased to $19.16 effective October 1, 2006.
The Salary
Scales for the Professional Research Series, Fiscal Year for
Business/ Management and Engineering (Table 16), have now
been collapsed into a single rate for each step.
The Salary
Scales for Lecturers and other Non-Senate Instructional Unit
members (Tables 17, 18, 19, 37, 38A, 38B) have been
increased by a 2% general range adjustment for both
represented and non-represented employees.
The Salary Scale
for House Staff (Table 23) has been increased by a 2%
general range adjustment for both represented and
non-represented employees.
The Salary
Scales for Research Assistants and Graduate Student
Postgraduate Researchers have now been transferred to the
Graduate Student Researcher (GSR) Salary Scale (Table 24).
The Salary Scales for Postdoctoral Scholars and Non-Student
Postgraduate Researcher have been renumbered accordingly to
Tables 25 and 26. The GSR scale has been increased by a 2%
general range adjustment effective October 1, 2006.
The Salary Scale
for Librarians (Tables 31A and 31B) have been adjusted by a
2% general range adjustment for both represented and
non-represented employees, with the exception of Assistant
Librarian, Step I which has been increased to $40,008 and
Hourly Intermittent Librarian, Step I, which has been
increased to $19.16
The Salary Scale
for Continuing Education Specialists (Table 35A) continues
to be published until all Continuing Education Specialists
have transitioned to the new Continuing Educator Salary
Scale (Table 36), which was introduced last year when the
Continuing Educator policy was issued.
Please note that
the Salary Differential Housing Allowance has been renamed
the Faculty Recruitment Allowance (Table 45).
Sincerely,
Thomas Rice, Ph.D.
Vice Chancellor
Academic Personnel
F I N A L I Z E D P O L I C Y
August 10, 2006
DEANS, DEPARTMENT CHAIRS and DIRECTORS
Re: Policy on Supplement to Military Pay – Two-Year Renewal
The University of California has extended its Policy on
Supplement to Military Pay in order to continue assisting,
to the possible, University employees who are serving on
active military service. The policy, which was set to
expire on June 30, 2006, has been extended through June 30,
2008.
The Policy on 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”). All employees receiving either or both the
supplemental pay benefit and the employer health plan
contribution are subject to a two-year lifetime limit on
benefits retroactive to December 14, 2001, the policy’s
original implementation date.
Employees who are called to active military duty after July
1, 2006 will receive benefits under the policy until the end
of the employee’s active military commitment or until June
30, 2008, 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.
The implementation guidelines have been revised to reflect
the extension of the policy and are available at:
http://atyourservice.ucop.edu/employees/policies/policies/supplement.html
Sincerely,
Thomas Rice, Ph.D.
Vice Chancellor
Academic Personnel
Enclosure
July 1,
2006
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:
University of
California Whistleblower Website
APM 190 Appendix A-1: Whistleblower Policy
APM 190 Appendix A-2: Whistleblower Protection Policy
UCLA's Whistleblower Policies and Procedures
HOW TO BLOW THE WHISTLE
ON SUSPECTED IMPROPER ACTIVITIES
UCLA wants you to report suspected 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 involves economic waste, 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
*
Administrative Policies & Compliance 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 respective Human Resources or
Academic Personnel Office, or the Administrative Policies &
Compliance 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 UCLA Human Resources or the
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
Web site 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 6/30/2006
Website last updated
6/07/2007
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