• HR Reorganization Proposal
            POSTED 6/08      
• HRB Initiatives
            UPDATED 5/08
• Initiative Workgroup Summaries

• UCOP Restructuring
            UPDATED 8/08
• HRB Redesign   UPDATED 7/08
• Staffing   UPDATED 8/08
• Work During Redesign
            UPDATED 5/08
• Resources   UPDATED 8/08
• Benefits   UPDATED 6/08

• Send us your comments and
       questions

• April All Hands Presentation
            POSTED 4/08
  
• Office of the President Budget
            POSTED 3/08
• Future of UC Website
• Report on Roles of UCOP
            POSTED 3/08
• Monitor Report
• Organizational Updates
• Resources for Successfully
             Managing Change
• UCOP HR Website

If you've submitted a question and do not see it answered here, it may be that information to adequately answer your question is not available at this time. Please check back frequently as new FAQ are added as answers become available.

How do we handle the demand from campuses for the same level of service they're used to when our department is shrinking?

This will be an ongoing challenge especially during the transition phase. We're currently evaluating our functions and services and may need to take on new tasks as we attempt to restructure. In assessing workload during this time, it's important for all HRB employees to bring any service demands that they feel cannot realistically be met to the attention of their supervisor. These situations should then be discussed with Judy Boyette. (5/08)

Even with a capable team in place, how will you prevent chaos if job functions are eliminated?

Throughout this process HRB has been working to plan and prepare for the changes. While all organizational change brings some degree of disorientation, we will be working with various teams, including a transitional team, to try to help alleviate any disruption. (5/08)

Should we go ahead with big initiatives during the restructuring or wait until the restructure is completed?

We will need to continue performing the important work we do on a daily basis on behalf of the University and our customers. At the same time, we will be reviewing new work that comes up. If it involves processing or administrative changes, we may consider phasing in or delaying certain projects, if that is feasible. If it has to do with other changes, such as changes to UC's benefits programs to address the needs of the campuses or the retirees, we would do an analysis and likely go forward with the work. We suggest that you discuss your work priorities and any concerns you have with your supervisor. The HRB leadership team is committed to helping assess our resources and make decisions as these situations come up.(1/08)

How do we keep motivated and focused on the job?

A restructuring process like this can be distracting, but we still have work to do and customers to serve. We can't tell people they must wait until we complete our restructuring to get a policy changed, a question answered or a retirement processed. We will be providing resources in change management to help support our efforts in dealing with workplace changes. We also have a number of existing resources for employees including our Employee Assistance Program Coordinator Jude Sharp, who is available to assist individuals in coping with change. (1/08)

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