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The new HR/B organizational chart is missing the supervisory box "Programs and Policies". Was this an intentional change?
Yes. This supervisory position was eliminated. (8/08)
How will we move from doing work one way to this new way of working when we're in the middle of projects?
In order to continue to provide important services to the UC community, it will be necessary to see many of our projects to completion. The transition to the new units and new ways of getting work done in our department will be gradual. We will all have to remain flexible as it's determined how the new units will function, taking into consideration current work that will need to continue. (8/08)
Are all the jobs being tweaked so that will all have to be applied for?
No. The job descriptions are being written to describe the functions of the position and we expect some jobs to be substantially similar. (8/08)
Is there a hierarchy for the units?
The layout of the organizational chart does not intend to show a hierarchy for the units. All four unit Executive Directors will report to the Associate Vice President of HR. (8/08)
What is the difference between the Analyst and Consultant Pools in the Employee Relations Policies Programs and Services Unit?
The original intent in distinguishing between Analysts and Consultants was that Analysts would serve internal needs, and Consultants would serve external needs. However, these kinds of details will be finalized as job descriptions are finished and posted. (8/08)
Are you envisioning a hierarchy in the pools?
Yes. In order to provide a career path within the pools, the positions in the pools will reflect a variety of levels of expertise and responsibility. (8/08)
Do you envision the functions of Strategic Resources as systemwide, just OP or within the department?
The functions of the Strategic Resources unit are intended to address the needs of UC in those areas, including the issues of the Office of the President. Since the Office of the President does include the functions of the chief executive officer of the University, some of these services may most appropriately address customers at OP, but will also ultimately serve the entire system. (8/08)
I have learned that it is common for management to "pencil in" targeted desired personnel to the new organizational charts. Is this the case for this restructuring?
We have not designated any personnel for positions in the future units. The Implementation team is currently working on job descriptions and when they are completed, positions will be posted or employees will be reassigned because their duties in their current position are determined to be substantially the same as those of the new position. (8/08)
How is it possible that none of the Benhur desktop support staff were offered jobs in IR&C?
All those who applied for the desktop support were interviewed and assessed according to the criteria. There were also a few employees doing desktop in departments who did not apply. IR& C selected the candidates based on the skills and competencies needed in the new jobs. (6/08)
Are the people running the communications consolidation taking input from HR&B into consideration as they move forward?
The consolidation plan includes consultation with, and a thorough needs assessment of, each of the OP divisions that Communications will be serving/supporting, including HR&B, as mentioned in the presentation on the restructuring website. (6/08)
How was Monitor chosen? Did other consultants compete for the contract?
The firm was selected through a competitive Request for Proposals process in which five firms submitted bids. Representatives of the Board of Regents, the UC administration, and the Academic Senate participated in the seven-month-long selection process. (5/08)
When does Monitor's contract expire?
On Friday, April 18, Monitor's work with HR/B ended, although they will continue limited work with other departments in OP. Michael Reese, from Executive Vice President Lapp's office, has assumed responsibility for the coordination of the restructuring, and Executive Vice President Lapp has also hired a consultant – Mary Jo Potter, of Highperlink – to work with our department through the transition and implementation phases of restructuring. (5/08)
Who's overseeing the service center model?
The service center model was introduced in the Report on the Roles of UCOP. If implemented in the new structure of OP, oversight of the service centers will be an important factor. More work will be involved before we have any additional information on this concept. (5/08)
Why hasn't there been more staff consultation in the restructuring process?
We believe that there has been a considerable amount of staff consultation throughout this process. Questions and comments have been solicited from staff in Town Hall meetings, Q&As and on the restructuring websites. We continue to encourage you to discuss any concerns you may have with your supervisor, attend our meetings and send us feedback through the website. (5/08)
Who is overseeing the UCOP restructuring?
Why is this restructuring happening?The Steering committee, which includes people like Regents Blum and Schilling, President Dynes, Provost Hume, Executive Vice Presidents Lapp and Darling, the chair and vice chair of the Academic Senate, and representatives from the campuses. You can read more about the UCOP restructuring effort here. (1/08)
Since the Voluntary Separation Program is not offered to senior management, is someone looking at the work being performed at MSPVIII and above?There are several reasons why this is happening. Initial concerns about compensation practices at the University lead to broader questions about administrative practices and operations, both at UCOP and campus levels, which the Regents want to thoroughly review, and restructure where necessary. Additionally, because of our reliance on the state budget and the uncertainty of future funding with the projection of a huge budget deficit for the state next year, it is critical that UCOP operate in a way that maximizes its resources and service to the University and public. As a result, the Regents are taking a hard look at the Office of the President and the functions housed here. The ultimate goal is to make sure that UCOP is structured to fulfill its role within the organization, and is operating efficiently and effectively in support of the University's mission of teaching, research and public service. (1/08)
How can I stay abreast of the larger UCOP restructuring?Yes. In fact, Provost Hume has already combined several functions into fewer positions at that level and similar review is going on in other areas. (1/08)
There is a website dedicated to this topic. In addition, you can always talk to your supervisor or anyone on the HRB Leadership Team. (1/08)
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