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TOPICS
- I’m confused about what’s happening in Human Resources. First I heard that the HR office is moving to UCSF, and now I see that the HR department has announced a new organizational structure and is recruiting for positions here in OP. Can you explain? (9/08)
- The new HR/B organizational chart is missing the supervisory box "Programs and Policies". Was this an intentional change? (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? (8/08)
- Are all the jobs being tweaked so that will all have to be applied for? (8/08)
- Is there a hierarchy for the units? (8/08)
- What is the difference between the Analyst and Consultant Pools in the Employee Relations Policies Programs and Services Unit? (8/08)
- Are you envisioning a hierarchy in the pools? (8/08)
- Do you envision the functions of Strategic Resources as systemwide, just OP or within the department? (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? (8/08)
- How is it possible that none of the Benhur desktop support staff were offered jobs in IR&C? (6/08)
- Are the people running the communications consolidation taking input from HR&B into consideration as they move forward? (6/08)
- How was Monitor chosen? Did other consultants compete for the contract? (5/08)
- When does Monitor's contract expire? (5/08)
- Who's overseeing the service center model? (5/08)
- Why hasn't there been more staff consultation in the restructuring process? (5/08)
- Who is overseeing the UCOP restructuring? (1/08)
- Why is this restructuring happening? (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? (1/08)
- How can I stay abreast of the larger UCOP restructuring? (1/08)
HRB Redesign
- Has President Yudof seen our organization design? (9/08)
- Will the financial oversight of health & welfare programs change? (9/08)
- In the Quality Assurance & Compliance unit, how does the Compliance group interface with OP Compliance? (9/08)
- Will the University guidelines on contracting out be applied in determining whether to contract out for retirement benefits administration? (9/08)
- Why isn't Judy just appointing the unit leaders? (7/08)
- Why do the cuts (in number of jobs) seem so drastic? (7/08)
- How does one sign up to be on the Implementation team? (7/08)
- Has anyone taken into consideration the psychological effects that the restructuring process has/will have on employees at all levels)? (7/08)
- Who is writing our HR job descriptions? (7/08)
- Who are the unit designers? (7/08)
- It appears you are changing the department name from Human Resources & Benefits to Human Resources. Is that true? (7/08)
- In the Employee Relations, Policies and Programs Resources group, why pools and not specialized pods (Like in the BRC)? (7/08)
- Where is staff compensation on the org chart? (7/08)
- How were members of the Berkeley Off-Site group chosen? (6/08)
- What is the timeline for SMG Policy review? (6/08)
- Why was UCSF selected for local HR? (6/08)
- What is the time frame for more information about the size and layout of the future HRB department? (5/08)
- In looking at the redesign, are we working from a specific model as to what we should look like? (5/08)
- Do you have any more information about OP HR's merger with UCSF? (5/08)
- Do the clouds in the All Hands presentation equal units? (5/08)
- Do the same blobs/clouds of work from the All Hands presentation exist at UT? (5/08)
- Will you keep us up to date on the RFP? (5/08)
- What is the relationship between the HRB initiatives and the Monitor Group Report recommendations? (2/08)
- How were the leaders of the initiative team chosen? (2/08)
- How were the operating team members chosen? (2/08)
- If Benefits Administration got high marks in the Monitor Report, why is it being targeted? (1/08)
- How will a reorganization of Benefits Administration save any money since UCRS money can't be used for non-UCRS purposes? (1/08)
- How were the nine HRB initiatives selected? (1/08)
- What are the criteria for making decisions regarding alternative business models for Benefits Administration? (1/08)
- When you say we are lacking some "critical HRB functions," what do you mean? (1/08)
- Will anything happen to other OP units or is this just about HRB? (1/08)
- How will you keep us informed about what's happening in HRB? (1/08)
Staffing
- What is the process for deciding if a job is substantially similar and therefore reassigned? (9/08)
- Will the new job descriptions include knowledge of both health and welfare and retirement? And will that mean lots of jobs will not be substantially similar? (9/08)
- When in the process will people get layoff notices? (9/08)
- Will you allow an employee to voluntarily downgrade their position through reclassification to a lower level or be reassigned to that level? (9/08)
- Four MSP VIII positions just within HR? What is the thought process behind creating so many high-level MSP positions within HR? (9/08)
- Are all the jobs being tweaked so that will all have to be applied for? (8/08)
- How does CATS work? (8/08)
- I have heard there are plans for layoffs. Is this true? (8/08)
- Will HRB staff be permitted to participate in the START program? (7/08)
- Will an additional VSP be offered? (7/08)
- You mentioned that the new unit leaders will be conducting brown bag sessions to explain the design and functions for their units. Can we attend any of the unit leader brown bags, even if we are not currently doing work similar to the work that will be done in the new unit? (7/08)
- Is UCOP HR prepared for this flood of job applications? (7/08)
- If we are laid off by UCOP, would the Right to Recall or Preference for Reemployment apply only to jobs we might want to apply for at UCOP (and not at other campuses)? (7/08)
- HRB recently announced a series of staffing changes in the Client Relations and Diversity area. Why weren't recruitments conducted before people were promoted into leadership positions without open recruitments? (7/08)
- When will HRB be able to post necessary positions (like those of people electing to take the VSP)? (6/08)
- During the restructuring, will bumping rules apply? (5/08)
- Will HRB employees have to reapply for their own job? (5/08)
- Are the 22 vacant FTE from the HRB the "less than 2 dozen laid off employees" referenced by Vice President Lapp and Provost Hume in the town hall meetings? (5/08)
- When will we communicate our new role to the campuses? (5/08)
- Are you considering offering a voluntary reduction in time program? (4/08)
- The HRB budget report shows a reduction in unfilled/vacant and contract positions from 24 to 2 FTE. Of the 24 FTE cited in the proposal, how many of them are currently unfilled or vacant? Does this mean that staff currently under contract have little chance of having their contracts renewed? (4/08)
- Will there be a hiring freeze? (2/08)
- Do we expect layoffs associated with any of these initiatives, and if so, how will represented employees be handled? (1/08)
- Is there a target number of employees that need to/will be cut? (1/08)
- When/how will decisions be made, and when will I/staff know how/if we're affected? (1/08)
- Will both voluntary and involuntary separations happen by June 30, 2008? (1/08)
- Will the process for deploying staff that was used for the Master-Recordkeeper project be used for this and does that mean no one will be laid off? (1/08)
Work during Redesign
- How do we handle the demand from campuses for the same level of service they're used to when our department is shrinking? (5/08)
- Even with a capable team in place, how will you prevent chaos if job functions are eliminated? (5/08)
- Should we go ahead with big initiatives during the restructuring or wait until the restructure is completed? (1/08)
- How do we keep motivated and focused on the job? (1/08)
Resources
- It was mentioned at an All Hands meeting that UC may be able to arrange a higher status level for the application process (e.g., state employee status such as no exam). Can this be arranged? (9/08)
- Will OP continue to offer training classes? (8/08)
- During one of the first All Hands Meetings on the OP restructure, it was indicated that a list of CalPERS agencies would be distributed. Can someone send this out with the specific agency employment websites and phone numbers and contact names if possible? (8/08)
- Will the change management classes be repeated? (8/08)
- How does CATS work? (8/08)
- Has there been any consideration of the particular needs of new employees in the restructuring? (5/08)
- What is your advice for people who are considering applying for jobs at UC campuses, but who would prefer to stay at OP? (5/08)
- Are there going to be more skills training classes offered? (5/08)
- Can HR do more to support those who have to apply for their own jobs? (5/08)
- Would you consider a job fair for local campuses to come to OP? (5/08)
- Could you have some workshops at Kaiser? (5/08)
- What help is available to me if my job is impacted or if I want to be thinking about a transition? (2/08)
Benefits
- If we are laid off by UCOP, would the Right to Recall or Preference for Reemployment apply only to jobs we might want to apply for at UCOP (and not at other campuses)? (6/08)
- I am not yet vested. I only have about 3 years of service credit. If I am laid off, and return later, say to Berkeley or UCSF, would my 3 years of service credit remain, and could I keep building on that at a later date or would I have to start from scratch? (6/08)
- With which government entities do we currently have reciprocity (State, City, Cal State Colleges, Jr. Colleges, etc.)? Does reciprocity mean that our service credit would transfer over to CalPERS, even if we are not yet vested in the UC retirement system? (6/08)
- How long after electing the VSP can employees return to work at OP if they're hired for a new position? (6/08)
- With what agencies do we have retirement reciprocity? (2/08)