April 5, 2012 Kevin Esterling (Political Science), CHASS ...senate.ucr.edu/committee/1/agendas/EC_agenda_4-9-12.pdf · Kevin Esterling (Political Science), CHASS Executive Committee

April 5 2012 TO Kenneth Barish (Physics) Graduate Council

Steven Clark (Psychology) Undergraduate Admissions Walter Clark (Music) Academic Personnel

Paulo Chagas (Music) Academic Computing amp Information Technology Kevin Esterling (Political Science) CHASS Executive Committee Jay Farrell (Electrical Engineering) BCOE Executive Committee John Ganim (English) Physical Resources Planning (PRP) Mary Gauvain (Psychology) Chair Jang-Ting Guo (Economics) Committee on Committees (COC) Irving Hendrick (GSOE) Faculty Welfare (FW) Jodie S Holt (Botany and Plant Sciences) Jr Rep to the Assembly Martin Johnson (Political Science) Educational Policy (CEP)

Bronwyn Leebaw (Political Science) Preparatory Education Umar Mohideen (Physics) Planning and Budget (PampB) Thomas Morton (Chemistry) Senior Assembly Representative Leonard Nunney (Biology) Committee on Research (COR) Michael J Orosco (GSOE) Diversity amp Equal Opportunity (CODEO) Daniel Ozer (Psychology) SecretaryParliamentarian

David R Parker (Environmental Sciences) CNAS Executive Committee Melanie Sperling (GSOE) GSOE Executive Committee Daniel S Straus (Biomedical Sciences) Biomed Executive Committee Ameae M Walker (Biomedical Sciences) Vice Chair Rami Zwick (SoBA) SoBA Executive Committee

FR Mary Gauvain Chair Riverside Division RE Executive Council Agenda April 9 2012 This is to confirm the meeting of the Executive Council on Monday April 9 2012 at 100 pm to 300 pm in Room 220 2nd Floor University Office Building

Item Enclosures

Information 110 ndash 115 Information 115 ndash 130 Discussion 130 ndash 150 Discussion 150 ndash 200 Discussion 200 ndash 300

I II III IV V

Approval of the agenda for April 9 2012 and minutes for February 27 2012 ANNOUNCEMENTS BY CHAIR GAUVAIN

bull Items for review from Systemwide REPORT OF THE SENATE ADMINISTRATION TASKFORCE ON FACULTY SALARIES Review reports from various committees and formulate a response PROCEDURES FOR AMENDING DIVISIONAL BYLAWSPROGRAMSCURRICULA RampJ has verified that these procedures are consistent with the Code of the Academic Senate and are now provided to the EC for information and comment UPDATES FROM COMMIITTEE CHAIRS

1 (pp 1- 6)

2 (pp 7)

3 (pp 8 - 48)

4 (pp 49 - 54)

EXECUTIVE COUNCIL MEETING MINUTES

FEBRUARY 27 2012

PRESENT Kenneth Barish (Physics) Graduate Council Steven Clark (Psychology) Undergraduate Admissions Walter Clark (Music) Academic Personnel Jay Farrell (Electrical Engineering) BCOE Executive Committee John Ganim (English) Physical Resources Planning (PRP) Mary Gauvain (Psychology) Chair Jang-Ting Guo (Economics) Committee on Committees (COC) Jodie S Holt (Botany and Plant Sciences) Jr Rep to the Assembly Martin Johnson (Political Science) Educational Policy (CEP) Umar Mohideen (Physics) Planning and Budget (PampB) Leonard Nunney (Biology) Committee on Research (COR) Michael J Orosco (GSOE) Diversity amp Equal Opportunity (CODEO) Daniel Ozer (Psychology) SecretaryParliamentarian David R Parker (Environmental Sciences) CNAS Executive Committee Melanie Sperling (GSOE) GSOE Executive Committee Ameae M Walker (Biomedical Sciences) Vice Chair ____________ ABSENT Paulo Chagas (Music) Academic Computing amp Information Technology Kevin Esterling (Political Science) CHASS Executive Committee Irving Hendrick (GSOE) Faculty Welfare (FW) Bronwyn Leebaw (Political Science) Preparatory Education Thomas Morton (Chemistry) Senior Assembly Representative Daniel S Straus (Biomedical Sciences) Biomed Executive Committee Rami Zwick (SoBA) SoBA Executive Committee GUESTS AGENDA The agenda and minutes were approved as written ANNOUNCEMENTS BY THE CHAIR Chair Gauvain indicated that she attended the Council meeting that was held on Wednesday February 22 2012 Vice Provost Dan Greenstein and Faculty Advisor Keith Williams also attended the meeting and gave an update to the Academic Council on the UC Education Online Pilot project including the marketing plans So far only UC Merced has an approved course and that is Math 5 Chair Gauvain indicated that Vice Provost Greenstein said that they were going to move forward with the next phase and offer online courses to non-matriculated students with the hope of having a target of 3700 students enrolled in the FY 12-13 OP is working with Blackboard and Fidelus Technologies in developing some form of partnership

Some of the problems that have become apparent include that the courses for non-matriculated students are not going to be set up as courses that can then be transferred directly to the University of California The reason for this is because there are no clear admission plans and the Admissions Office does not have the time or the resources to deal with these types of online course enrollments The current position is that these students would self-admit and self-report their own transcripts and enroll into these classes for credit though the credit would not convert to UC credit One thing that is becoming clear to the Council is that it is a pilot program in name only in that many new stages of development are going forward without any assessment or conclusions regarding earlier stages Some of the other issues that came up in the discussions were how to enlist faculty to teach these courses and whether faculty are going to teach online courses on an over-load basis If faculty teach these courses on an over-load basis it is unclear how the student credit hours be handled and also if they will be factored into campus decisions regarding departmental teaching load and future FTE allocations Chair Gauvain indicated that the Senate is considering whether any online course must have a majority of UC students enrolled Chair Gauvain also mentioned that Vice Provost Greenstein and Faculty Advisor Keith Williams will be visiting UCR on Wednesday February 28th and she invited the EC members to let her know if they would like to attend the scheduled hour meeting with the visitors Jose Wudka Chair of UCEP and herself Chair Gauvain reported that the no confidence vote concerning the Chancellor of UC Davis failed Chair Gauvain stated that the following two reports have been sent out for review the BOARS Transfer Proposal and the Faculty Salaries Task Force Report The latter report makes three recommendations to address faculty salary competitiveness over the next several years (1) Maintain funding for merit actions based on the existing merit and CAP review processes such that faculty who advance to a new rank andor step will receive a new salary that is at minimum equal to the average of campus colleagues at the same rank and step (2) Appoint a follow-up task force to assess particular salary issues facing UC professional schools and (3) Contingent on funding resume regular scale adjustments such that individual faculty salaries reach at least the median of University of California faculty at the same rank and step The report will be discussed by the EC before sending a campus recommendation to systemwide Academic Council Finally Chair Gauvain stated that there are presently some unionization efforts underfoot for GSRs The great concern with this effort is that if unionization occurs graduate student activity will be viewed as a work role and therefore graduate student hours will be negotiated and fixed by union contracts This proposal is of great concern to the Senate in that it treats graduate students in the context of their degree-related activities as employees rather than as students There will be efforts by the systemwide Chair and Vice Chair to argue on behalf of the student role and to reject the work role interpretation of these student activities PROPOSED NAMINGS The Executive Council approved the two proposed Namings as indicated below

bull INNOVATION ECONOMY CORPORATION NESL Proposed name for the Nano Electrochemical System Laboratory (NESL) located on the floor of the Bourns College of Engineering

bull UC RIVERSIDE TRACK FACILITY Proposed naming for the newly renovated track facility

GSOE BYLAW CHANGE Received by the Executive Council as written

CEP POLICY ON DISCONTINUANCES Prof Johnson gave a brief update on the history behind the policy Currently UCR does not have a policy for the discontinuance merging or splitting of undergraduate programs In view of this the Executive Council charged the Committee on Educational Policy with the creation of such a policy and the present proposal is the result of this charge There was a question related to the existing Regulation 7 which was adopted by the Academic Senate in 1980 and which currently covers the discontinuance or mergers of programs on the UCR campus and whether this new policy would replace it The response to the question was that the Senate could not rescind Appendix 7 until a procedure was in place that would cover undergraduate and graduate programs The newly proposed CEP policy will be reviewed by the College Executive Committees as well as Planning and Budget and the Graduate Council and the comments received from these Committees will go to the Division for formal approval At the same time Graduate Council will formulate a policy to cover graduate programs OTHER EXECUTIVE COUNCIL amp COMMITTEE BUSINESS Kenneth Barish (Physics and Astronomy) Chair Graduate and Council (GC) Prof Barish stated that he has been in consultation with CEP regarding formulation of an Academic Integrity policy that is designated just for graduate students They hope to recirculate a full version soon Chair Barish mentioned that the Graduate Council is also dealing with the issue of crafting a policy regarding self-supporting programs UCR does not currently have such a policy in fact this will be the first of its kind for UCR This policy will be developed in collaboration with the Administration and members of Planning and Budget Steve Clark (Psychology) Chair Undergraduate Admissions (UA) Prof Clark stated that Undergraduate Admissions is working on sorting out various BOARS resolutions regarding international students Walter Clark (Music) Chair Academic Personnel (CAP) Chair Clark stated that CAP personnel reviews are on schedule and they hope to complete all the reviews by June Jang-Ting Guo (Economics) Chair Committee on Committees (CoC) Committee on Committees will be meeting on Friday March 2 and so far they have received 450 responses to their call for service which is high relative to prior years Chair Guo asked the chairs that had not turned in their forms regarding nominations for committee chairs for next year to do so as their comments are valuable to the committeersquos deliberations Martin Johnson (Political Sciences) Chair Committee on Educational Policy (CEP) Prof Johnson stated that in addition to working on the Academic Integrity Policy for Undergraduate Students CEP is also working on issues related to impacted majors Umar Mohideen (Physics and Astronomy) Chair Planning and Budget (PampB) Prof Mohideen informed the EC that Planning and Budget has been meeting with Unit heads and that they recently met with VC Hayashida Vice Chancellor of University Advancement He pointed out that VC Hayashida mentioned that only 30 of the unitrsquos 86 FTE are used for advancement purposes Leonard Nunney (Biology) Chair Committee on Research (COR)

Prof Nunney stated that COR has been dealing with Pacific Rim grants and that they are working to finalize wording on COR grants He also mentioned that they are trying to devise a way to discuss UCORP agenda items prior to UCORP meetings so that COR can provide comments prior to systemwide discussions rather than at the end which is presently the case David Parker (Environmental Sciences) Chair CNAS Executive Committee Prof Parker stated that WASC was now requiring learning outcomes for general education Chair of CEP and all Chairs of the College Executive Committees will be meeting with VP Brint to gain clarity as to whether the learning outcomes pertain to the delivery of general education or to graduation proficiency Melanie Sperling (GSOE) Chair GSOE Executive Committee Prof Sperling stated that GSOE has established an undergraduate minor in Education Ameae Walker (Biomedical Sciences) Vice Chair Vice Chair Walker stated that she is a member of the Research Integrated Safety Committee (RISC) and the purpose of the committee is to advise consult and participate with EHampS in developing amp implementing programs and campus standards for the safe conduct of teaching and research at UCR Prof Walker was concerned that very few of the faculty members on the committee show up for RISC meetings and as a result the faculty is outnumbered by the people regulating the safety regulations on campus Chair Walker indicated that it is important to request the members from the departments who are assigned to this committee to show up for meetings Other Business Chair Gauvain invited the EC members to let her know if they had any specific people they would like her to invite to give presentations Suggestions were

bull A representative from Purchasing bull Dean Joseph Childers bull VC Gretchen Bolar bull VP Steven Brint bull A management representative from Physical Plant

Chair Gauvain stated that she had a upcoming meeting with the Chancellor on February 28 2012 and she would bring up the issue of the replacement for retiring VC Bolar Meeting adjourned at 300 PM Respectfully submitted Sellyna Ehlers Executive Director Office of the Academic Senate

Submission Date Subject Committees

Executive Council - (AI or I)

Division Due Date

Systemwide Due Date

3282012Systemwide review of APM sections 035 and 190 Appendix A-1

CAP Charges FW PampT CODEO I 5312012 6112012

3292012 Systemwide Review of APM - 010 015 and 016Charges FW PampT Academic Freedom I 5312012 6202012

2242012Systemwide review of joint Senate-Administration Task Force on Faculty Salaries A 422012 4192012

2242012A Proposal for Major-Based Transfer Admission to the UC

UGA CEP Executive Committees of CHASS BCOE CNAS and SoBA I 542012 5162012

updated 040512

U N I V E R S I T Y O F C A L I F O R N I A A C A D E M I C S E N A T E

BERKELEY bull DAVIS bull IRVINE bull LOS ANGELES bull MERCED bull RIVERSIDE bull SAN DIEGO bull SAN FRANCISCO

SANTA BARBARA bull SANTA CRUZ

Martha Kendall Winnacker JD Executive Director

Telephone (510) 987-9458 Universitywide Academic Senate

Fax (510) 763-0309 University of California

Email marthawinnackerucopedu 1111 Franklin Street 12th Floor

Oakland California 94607-5200

February 24 2012

CHAIRS OF SENATE DIVISIONS

CHAIRS OF SENATE STANDING COMMITTEES

Dear Division and Committee Chairs

On behalf of Academic Council Chair Bob Anderson I am forwarding for full Senate review the

report of the joint Senate-Administration Faculty Salaries Task Force which was forwarded for

Senate review on February 21

The report makes three recommendations to address faculty salary competitiveness over the next

several years (1) Maintain funding for merit actions based on existing merit and CAP review

processes such that faculty who advance to a new rank andor step receive a new salary at least

equal to the average of campus colleagues at the same rank and step (2) Appoint a follow-on task

force to assess particular issues facing UC professional schools (3) Contingent on funding resume

regular scale adjustments such that individual faculty salaries reach at least the median of University

faculty at the same rank and step

Although the Provost requested comment by March 23 to facilitate Senate input into scheduled

March discussions with campus administrators of possible 2012-13 salary actions the Senate

leadership has determined that it is not possible for all relevant Senate bodies to opine by that date

Your comments are requested by April 19 in order to allow discussion at the April 25 meeting of the

Academic Council As always every committee is invited to opine on this report but no committee

is obligated to do so if the committee views the report as outside the scope of its charge

Sincerely

Martha Kendall Winnacker JD

Executive Director Academic Senate

Encl (1)

Cc Division directors

Committee analysts

University of California Senate-Administration Taskforce on Faculty Salaries

Executive Summary February 2012

The Senate-Administration Taskforce on Faculty Salaries recommends that the funding of faculty salaries be a continuing priority of the University In an effort to assure market salaries that match those of our peer universities we recommend a ldquoreformulationrdquo of the faculty salary process FY12 faculty salaries were increased by 3 for meritorious faculty as a first-step towards more competitive salaries and the Taskforce recommends that in the next two fiscal years (FY13 and FY14) the University establish a set of actions to support faculty salaries While one Taskforce member abstained from endorsing the final recommendations all remaining Taskforce members are in complete agreement on the first two recommendations

1 The Taskforce is committed to the value of regular merit and CAP reviews and recommends that when faculty advance to a new rank andor step they move at a minimum to the average salary of their campus colleagues at the new rank and step The Taskforce agrees that funding for merit actions should continue in all budget scenarios

2 The Taskforce recommends that the Provost appoint a subsequent Taskforce to assess the

particular salary issues facing many UC professional schools (Law Business and Management in particular) where special salary scales are not meeting current salary needs and recommends that he task that group with assessing the most effective salary practices for those faculty

3 The Taskforce proposes a return to regular scale adjustments and recommends that individual

faculty salaries should be at a minimum at the median of University faculty at the same given rank and step Our hallmark salary scale process presumes annual adjustments to salary but the lack of state funds has suspended adjustments for several years Such adjustments would allow the University to reduce the percentage of salaries that are off-scale The Taskforce consensus about this recommendation is contingent on availability of state funds for salary If such funds for salary are not distributed to campuses some Taskforce members would still recommend that the campuses make these salary adjustments a priority other Taskforce members would not support these adjustments without specific state funding dedicated to salaries (see Section 5)

U N I V E R S I T Y O F C A L I F O R N I A

OFFICE OF THE VICE PROVOST -- ACADEMIC PERSONNEL

OFFICE OF THE PRESIDENT 1111 Franklin Street 11th Floor Oakland California 94607-5200

February 3 2012

To Executive Vice President and Provost Lawrence Pitts From Senate-Administration Taskforce on Faculty Salaries1

Robert Anderson Chair Academic Senate

Susan Carlson Vice Provost for Academic Personnel UCOP convener Susan Gillman Divisional Chair UCSC Michael Gottfredson EVC and Provost UCI William Hodgkiss Associate Vice Chancellor UCSD Katja Lindenberg Chair UCAP Sally Marshall Vice Provost for Academic Affairs UCSF Rachel Moran Dean School of Law UCLA William Parker Chair UCFW Robert Powell Vice Chair Academic Senate Scott Waugh Executive Vice Chancellor and Provost UCLA

Subject Recommendation on long-term faculty salaries On March 14 2011 you appointed the Senate-Administration Taskforce on Faculty Salaries to recommend ldquopriorities and processes that can guide future decision making when funds are allocated for faculty salariesrdquo We reported to you on June 9 with a set of recommendations for faculty salary increments for FY2012 (report attached) and these became the basis of actions President Yudof took in August 2011 That memo discharged the first of our three Taskforce responsibilities

In this memo the Taskforce reports on its second and third charges

bull ldquoRecommendations for long-term salary policy planning How can the University position itself now to remain competitive in salary into the future How can processes related to the award of salary increases be strengthenedrdquo

1 Three members of the Taskforce cycled off on September 1 2011 when Academic Senate Leadership changed Dan Simmons 2010-2011 Chair of the Academic Senate Evan Heit 2010-2011 Divisional Chair UCM and Ahmed Palazoglu 2010-2011 Chair of University Committee on Academic Personnel (UCAP) They were replaced with three new members William Powell Vice Chair of the Academic Senate Susan Gilman Divisional Chair UCSC and Katja Lindenberg Chair of UCAP Dave Miller Associate Vice Chancellor at UCSD served on the Taskforce until his retirement and was replaced by William Hodgkiss Associate Vice Chancellor at UCSD Melvin Oliver Dean of Social Sciences UCSB was appointed to the Taskforce but unable to serve

bull ldquoRecommendations on possible policy review What parts of current policy and practice are fundamental to faculty salary practice What changes to salary policy or practice could improve faculty recruitment and retention The Taskforce should consider the supplemental salary plan currently being drafted and make suggestions for changes and improvements made to that planrdquo

The committee has met seven times since the June 9 memo was completed 1) six times by phone on June 17 2011 to review the CPEC methodology for calculating the faculty salaries of our Comparison 8 universities and to review the proposed draft policy APM ndash 668 on October 25 to review costing of a long-term salary plan on December 5 January 9 January 20 and January 24 to develop final recommendations and 2) once in person on August 30 to develop our recommendations on long-term faculty salary planning

10 Taskforce review of CPEC faculty salary methodology

During its June 17 meeting the Taskforce reviewed the CPEC faculty salary methodology considering whether a new set of data should be developed for comparative purposes Taskforce members agreed that the CPEC methodology--a long-standing method approved originally by UCOP the State Department of Finance and the Legislative Analystrsquos Office to report UC faculty salaries--allows UC to compare and report salary data using a methodology which over time has developed credibility with its audiences The CPEC methodology provides one measure for all campuses and all disciplines that presents an easily understood systemwide comparison

20 Taskforce review of APM ndash 668

In June 2011 Taskforce members discussed briefly the merits of proposed APM ndash 668 Negotiated Salary Program Members agreed that the negotiated salary program offers an additional recruitment and retention tool which potentially can save state salary dollars One member reported that APM ndash 668 could have been used this past year for several high-profile retention cases for faculty with outside offers The Taskforce did not make specific suggestions about the policy and did not review the revised version circulated in Fall 2011

30 Principles values and contributing factors in the Taskforce discussions

The Taskforce spent the majority of its deliberations since June in reviewing possible recommendations for long-term salary policy the remainder of this memo will outline the issues involved in this discussion before concluding with recommendations for your consideration

In the course of its work the Taskforce reviewed wide-ranging information on faculty salaries Academic Personnel (AP) developed a history of policy development and review that showed the same issues have faced UC for decades AP staff also compiled information on various past solutions to salary competitiveness including the four-year plan to improve salaries that was implemented in 2007-08 and meant to conclude in 2010-11 The suspension of that plan after one year was a constant caution to the Taskforce in considering any multiple-year plans

At key points in deliberations over long-term recommendations the Taskforce affirmed these common values and goals

bull The University must remain competitive in recruitment and retention of faculty seeking to provide competitive total remuneration (salaries and benefits)

bull Current faculty salary scales are inadequate and do not meet market demands for a majority of faculty Campuses are often meeting current market needs through retention offers those faculty not seeking retention offers are often at a disadvantage

bull Regular peer review and the attendant salary scales are effectively designed to encourage faculty productivity for an entire career

bull Current faculty salaries suggest that we have ldquocampus pluralismrdquo a set of system-wide values played out with a variety of campus practices The salary scales have effectively become a salary floor a set of common expectations

bull Health Sciences faculty covered under the Health Sciences Compensation Plan (HSCP) are affected differently than other faculty by the salary scales The Taskforce recognizes that an increase in the salary scales raises the amount of covered compensation for HSCP faculty and that this increase could lead to adjustments in future Y and Z components

40 Key data influencing the Taskforcersquos long-term salary recommendations

The Taskforce also reviewed data on faculty salaries data which helped shape the recommendations to follow in section 5 We include here some key elements of the data that were most particularly relevant (other information is available upon request) Notable in the data are the persistent lag in salary relative to our Comp 8 universities and the differences in General Campus off-scales by campus discipline and rank

41 Lag in faculty salary against Comp 8

For the most recent year available the CPEC faculty salary study shows a 128 lag in average general campus faculty salaries (excluding Law and Health Sciences)2

between the Comparison 8 and UCrsquos overall average salaries a gap which has increased over time Faculty salaries at each rank lag the average salaries at the Comparison 8 institutions and have done so for many years (see Figure 1)

2 Law and Health Sciences are excluded since there is not comparable data on these disciplines at all Comp 8 Universities

Figure 1 Average Professorial Series Faculty Salaries (Assistant Associate Full) (Adjusted for Inflation in 2010 Dollars)

Note To provide direct comparisons equivalent ranks are excluded from this table Source Faculty Competitiveness Report January 2011

411 Cumulative five-year cost of closing the gap with the Comp 8 It has been a long-term University goal to match the average salaries of our Comp 8 ldquoPeerrdquo Universities (represented by the red line in Figure 1) As noted above UC faculty salaries currently are 128 behind the Comp 8 average Depending on the salary increases at our peer universities over a five year period estimates for the total five-year cost of meeting the Comp 8 average using the CPEC methodology are as follows

Projected rate of Comp 8 annual salary increments

Increased UC payroll cost in the fifth year to close the resulting gap with Comp 8 (baseline FY2010)

Average annual increase to ladder-rank faculty payroll

3 for each of 5 years

$283M 551 annually for each of 5 years

The five years INCLUDE the current year (FY 2012) in which UC raised salaries for meritorious faculty by 3 in addition to merit actions (until spring 2012 we will not know the average salary increment for

FY2011 the dollars committed nor the progress we have made vis-a-vis the Comp 8) In sum these data indicate thatmdashto match Comp 8 salariesmdashthe annual payroll for General Campus ladder-rank faculty would be $283M more at the end of the five year period if our peers raised salaries by an average of 3 $372M more if the peers raised salaries by 4 for each of five years 42 Use of off-scales by campus discipline and rank

The Taskforce reviewed data showing the use of off-scales by campus discipline and rank for General Campus academic year faculty based on the October 2010 payroll snapshot On average 67 of systemwide General Campus faculty have off-scale salaries although single campus percentages vary from 52 to 88 (Figure 2 UC San Francisco is excluded from figures 2-6 since faculty are in the Health Sciences Compensation Plan where there are not off-scales) Figure 2 Percentages of Faculty with Off-Scale Salaries By Campus General Campus Only October 2010

Source UCOP Academic Personnel

Off-scale salaries also vary widely by rank As shown in Figure 3 a review of off-scale salaries by rank shows that assistant professors those with the least time at UC have the highest percentage of off-scale salaries this reflects our practice of hiring new faculty at a ldquomarketrdquo rate Taskforce review of new appointments (General Campus only) in the five year period between 2005-06 and 2009-2010 revealed that 91 of assistant professors are hired off-scale 94 of associate professors and 80 of full professors On average 89 of new hires were off-scale Such data show us that newly hired faculty are off-scale in higher percentages than current faculty (89 v 67) underlining the ldquoloyalty penaltyrdquo paid by faculty who remain at UC for their careers with salaries based on a lagging set of salary scales

0 10 20 30 40 50 60 70 80 90

Figure 3 Percentages of Faculty Systemwide with Off-Scale Salaries By Rank General Campus Only October 2010

Finally in Figures 4 and 5 systemwide differences by discipline are presented Figure 4 shows the data for selected disciplines demonstrating the distribution of off-scales by discipline

Figure 4 Percentages of Faculty Systemwide with Off-Scale Salaries By Discipline General Campus Only October 2010

Includes Architecture Communications Information Sciences and Social Welfare Source UCOP Academic Personnel

0 10 20 30 40 50 60 70 80 90

Assistant Professor Associate Professor Full Professor

61 64 61 64 64 66 63 72 72

0 10 20 30 40 50 60 70 80 90

These figures show that there are generally small differences in the use of off-scale salaries across disciplines with for example faculty in the Humanities (64 off-scale) as likely to have an off-scale salary as those in the Life Sciences (64 off-scale) The notable exception is in Business and Management where the percentage of off-scale salaries is greater than in all other fields at 91 Figure 5 provides additional data on these disciplinary differences charting the mean (average size) of off-scale salary by disciplines

Figure 5 Mean (Average Size) Off-Scale Salary Systemwide By Discipline General Campus Only October 2010

As of October 2010 the systemwide mean off-scale increment of a faculty member with an off-scale salary was $19350 Most of the off-scale salary increment means are in the $13000 to $21000 range The outlier is Business and Management where the mean off-scale salary increment is $84171 which is 83 of the actual scale in Business and Management While there are substantial dollars dedicated to off-scale increments the Taskforce also reviewed data indicating that 44 of off-scale salary amounts are between 0 and 10 of the actual scale In other words returning to scale may be achievable for a large number of the faculty with continued adjustments to the scales

Figure 6 provides data on one of the many differences by campus in this case the mean off-scale salary increment In October 2010 data the mean off-scale salary increment at Los Angeles is on the high end

$9523 $13891

$16687

$12717 $12810 $15166

$16579

$11420

$20168

$47140

$84171

$12707

$29280

$20547

$10000

$20000

$30000

$40000

$50000

$60000

$70000

$80000

$90000

with a mean off-scale salary increment of $32119 The next highest is Berkeley with a mean of $23627 Santa Cruz is at the low end with a mean of $7578 and the next lowest is Merced with a mean of $9936

Figure 6 Mean Off-Scale Increment By Campus General Campus Only October 2010

The data in these six figures are reflective of the complex distribution of salaries at the University In the absence of regular systematic adjustment of the salary scales (until Fall 2011 they had not been adjusted since 2007) campuses have increasingly resorted to off-scale salaries to move individuals closer to market as a result of either recruitment or retention This ad hoc process has resulted in wide variations in salaries across the system If our goal is to reward all productive faculty through a more workable scale across the University then it would be desirable to reduce the variation by bringing salary scales closer to the median

Analysis of these data led the Taskforce to develop a set of recommendations that acknowledges current differences by campus as well as a common foundation in the salary scales The Taskforce recommendations (below) combine a salary process that accommodates campus and rankstep differences at the same time preserving a university-wide approach to competitive faculty salaries

50 Recommendations for a long-term faculty salary plan The Taskforce agreed that the University has major issues with competitive faculty salaries and alsomdashgiven such factors as those outlined in Section 4 abovemdashthat a single solution will not allow the University to remain competitive We need to be more creative

$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Other current conversations in the University have provided an important dynamic context for Taskforce discussions and have influenced our recommendations While the Taskforce agreed that enhancing faculty salaries is a fundamental University goal its members were not of a single mind about how to proceed if state support is not available Should the state provide funds necessary to rebuild salary competitiveness including the normal merit component and a restoration program then the ideas outlined below would be endorsed by Taskforce members Should needed additional funds not be provided by the state or if the salary restoration program does not receive priority in the expenditure plan for the University then members differ on the preferred approach3

For recent periods in which the state provided no funds for salary increases to UC faculty the University has nevertheless remained committed to funding the merit system for faculty Each campus was left to generate the necessary funds for the merit pools from its own resources and each has done so So too have the individual campuses self-funded retention and market salaries for newly hired faculty during this period Analysis done by the Office of the President shows that campuses provided over 3 in salary raises annually during a two-year period The Taskforce recommends that UC continue its historic commitment to the faculty merit process requiring the program to continue whether new resources are provided by the state for that purpose or not This commitment has variable consequences for campuses but should be among the highest priorities for system salary policy since the merit process is at the heart of the UC commitment to faculty quality (Given this recommendation funding the merit process

Taskforce members differ on the priority they would place on the scale restoration program in the absence of new state resources Some members of the committee would not obligate the campuses to a systemwide restoration program without new funds and would place this need lower on the list of priorities for the campuses (against for example hiring additional faculty or staff or against reducing staff further) Other members would prioritize the restoration program against other needs and require the implementation of a systemwide program using existing campus resources including increased tuition dollars The failure of the state to fund faculty salaries over time has limited the Universityrsquos ability to adjust the systemwide salary scales producing a situation in which off-scale salaries have proliferated and resulting in dramatic differences among individuals as well as campuses ldquoStep 1rdquo outlined below contains Taskforce recommendations about restoration of the salary scales in a new way that fits current circumstances

should be among the very highest priorities for the University even in the face of serious financial problems) Self-funded merits retention and market hires result in some variability among the campuses in faculty salaries It is the view of some members of the Taskforce that the level of variability while not optimal is however not overly harmful to the ability of the individual campuses to maintain their quality The commitment of the University in this view should be to the merit system not to a rigid scale adhered to by everyone ldquoStep 2rdquo outlined below contains specific Taskforce recommendations on the merit salary process

3 There was a difference of opinion among Taskforce members on this issue of funding Some members felt that ldquocore instructional funds including state allocations and student tuition [net of return to aid]rdquo and not simply ldquostate fundingrdquo should be identified as the source of support for faculty salary actions Others insisted that tuition dollars should be allocated only through campus-based decision-making processes In Section 5 we have used the more restrictive phrase ldquostate fundsrdquo with the understanding that there is not agreement about the source(s) of funding for faculty salary

In addition to the situation with reduced state funding University adoption of Funding Streams and discussions about Rebenching have meant long-standing assumptions about faculty salary may not be operative in the same way in future years Again and again the Taskforce found that discussions of particular salary issues were affected by such University-wide issues could we expect an infusion of funds to rebuild the scales systemwide or would campuses have to reallocate funds for increases How do current differences in campus recruitment and retention factor into our design of future salaries How will increasing contributions for UCRP affect the availability of dollars for salaries Should we focus on market competitiveness by discipline since dollars are limited Most importantly we recognized that decisions about funding faculty salaries are now as likely to occur at the campus level as at the systemwide level The Taskforce proceeded under the assumption that the President is ready to support increased faculty salaries a priority he has consistently stated over the last year Bearing all this in mind the Taskforce proposes a plan to affirm core policy and shared practice (the salary scales and attendant regular peer review) and to align with the current situation in which much fiscal responsibility is being moved to the campuses Below we outline a two-part ldquoscale reformulationrdquo which builds on current effective policies and practices while proposing a set of variations that would be determined at the campus level We have proposed two interlocking salary adjustments one of which assumes some funding coming centrally to provide more uniformity to salaries systemwide and one of which assumes individual campuses will have to generate the salary increase dollars and will need to award the salary within their norms at the time of annual merit review Both adjustments work within the current salary policy and review processes We would propose that any of these changes be implemented on July 1 of the affected year The recommendations and projections would need additional refinement if you agree to the concepts they encapsulate Professional School salaries The Taskforce finds that some aspects of current faculty salary will not be adequately addressed by our recommendations and thus we recommend that the Provost appoint a follow up Taskforce to pursue optimal ways of ensuring competitive salaries in professional disciplines (non-Health Sciences) In reviewing the data on faculty salaries disaggregated by discipline the Taskforce recognized that our proposed plan may have limited effect in some of the professional schools where there are already discipline-based salary scales We found this problematic As we reviewed the situation for law faculty for instance we acknowledged major differences in scales (the law scales have nine steps compared to twenty in the General Campus scales) and in the use of fees in support of faculty salaries We also found that faculty in business and in economics have little predictable relationship between the published scales and their salaries This Taskforce did not have the appropriate expertise to pursue this issue of professional faculty salaries further This follow-up Taskforce is essential In this report we have dealt with the current professional school faculty in a couple of ways For law faculty salaries we have made the decision to exclude them from the costing models While competitive law faculty salaries are a continuing priority the recommendations of this Taskforce do not speak directly to the situation of law schools For faculty on

the BusinessEconomicsEngineering scales as well as for other professional faculty on the General Campus scales we have included them in the costing materials (detailed assumptions are in the notes of Appendix A and B) Since subsets of professional school faculty are substantially off-scale (business for example) their inclusion did not add significant costs in our Year 2 and 3 estimates (these business salaries were NOT used in computing the campus averages expressly because they are so far from current scales already) 51 Two-part scale reformulation We propose that the University support its goal of competitive faculty salaries through a combination of two adjustments to salary as described below The adjustments are described separately since the cost is necessarily calculated in two steps Examples to explain this effect on individual faculty members follow in 513 The following tables are attached as appendices to offer details of how this plan would work in Years 2 and 3 (FY 13 and FY14) for General Campus and health sciences faculty The Taskforce was wary of making calculations beyond the next two years since there are too many unknowns to allow confidence that far into the future

Appendix A ldquoCosting ModelsmdashBased on the Median Average Year 2rdquo Appendix B ldquoCosting ModelsmdashBased on the Median Average Year 3rdquo Appendix C ldquoHealth Sciences Compensation Plan APU Scales

using Median Average as Scale 0rdquo (Year 2) Appendix D ldquoHealth Sciences Compensation Plan APU Scales

using Median Average as Scale 0rdquo (Year 3) Appendix E ldquoCampus Mean ScalesmdashAfter Adjusting Oct 2010 by +3rdquo (Year 2) Appendix F ldquoCampus Mean ScalesmdashFor 3rd Year Costingrdquo Appendix G ldquoNote about Costing for Above Scale Facultyrdquo

The significant detail in these attachments contain the assumptions and calculations behind the discussion below 511 Step 1 Salary scale adjustments based on the median systemwide average at each rank and step We propose that determination of faculty salaries in Years 2 and 3 begin with a recalculation of the systemwide salary scales4

This recommendation is based on our consensus that faculty salaries should be at a minimum at the ldquomedian campus averagerdquo at each rank and step

In this first mechanism scale adjustments would be made annually or at other (longer) intervals as determined by the President The systemwide scale is set at the ldquomedian campus averagerdquo (of the nine

4 In the mechanisms proposed below we are focused on what we refer to as Year 2 (FY13) and Year 3 (FY14) Year 1 (FY12) is the current year in which 3 was awarded on all salary dollars (on above and off scale) to all faculty with positive reviews in the preceding four years If these proposals for Year 2 and 3 are adopted the salary mechanisms could be used in Years 4 and 5 as well We assume that a review of years 1-3 should occur preceding any decisions about Years 4 and 5

General Campus locations) for each rank and step to allow for modest but consistent adjustments to the scales For each campus the average salary rate for General Campus ladder-rank faculty at each rank and step will be calculated and the middle (median) value of the nine campus averages will be used as the systemwide rate for each rank and step Setting the new scale at the median campus average means that the systemwide scale can take into account hiring and retention actions across the system and thus more accurately represent competitive salaries In other words this mechanism assumes that actual salaries should be factored into setting the baseline University scale and that scales should NOT be adjusted by a simple increment as has been the case in the past5 If the adjustment is made each year the cost is likely to be relatively modest each year after the first couple of years Adjustments made at longer intervals (every two or three years) would be more expensive Appendices A-D contain detailed information on the cost for Years 2 and 3 of such an adjustment In Year 2 the General Campus cost would be $233M this cost covers all General Campus faculty (academic and fiscal year) on all scales except law6

The cost in Year 3 would be $25M

Step 1 Cost in Year 2 $23347277 (General Campus) Cost in Year 3 $25004501 (General Campus)

Health Sciences The Taskforce recommends that scale 0 for the Health Science faculty be based on this ldquomedianrdquo baseline University scale See Appendices C and D for new HSCPAPU scales in Years 2 and 3 When this baseline scale goes up the HSCP salary scales also go up as is currently the case under APM policy meaning that more of the faculty salary (X Xrsquo) is covered compensation under UCRP This scale adjustment may or may not result in an overall salary increase for individual faculty members since the HSCP salary is a negotiated combination of X Xrsquo Y and Z The Taskforce considered but rejected the idea of separate ldquomedianrdquo baseline scales for each campus participating in HSCP but decided that this would add needless complexity when the APU range of scales (0-9) already provides ample flexibility 512 Step 2 ldquoScale Reformulationrdquo correlated to campus averages for each rank and step at the time of merit advancement Step 2 is an affirmation of the merit and CAP review of faculty performance We propose that when a faculty member is advanced to a new rank andor step she is movedmdashat a minimummdashto the average of herhis campus faculty salaries at the new rank and step This is a mechanism that has been in place at UC Irvine for several years has provided equitable salaries to productive faculty and has proved effective in faculty retention

5 While the general campus means were calculated excluding the BusinessEconomicsEngineering scales and faculty the salary adjustment costing does include the BEE faculty Law school scales and faculty are not included in the means or the costing since this adjustment would have almost no effect on the competitiveness of their salaries See recommendation for a separate taskforce on Professional School salaries in section 50 6 Law faculty were left out of these calculations because of significant differences in the number of scales and funding sources To understand the total cost of implementing this plan campuses with law faculty would need to take into account additional costs for those faculty salaries

General Campus faculty would move at a minimum to the average campus salary at their new rank and step for example a faculty member moving from Professor IV to Professor V would have a new salary at the average of all other faculty members at Professor V on hisher campus This mechanism ensures that at the moment peer review certifies strong performance the University would move the faculty member to a new salary at least equal to hisher campus peers at the new rankstep This mechanism also provides campus flexibility in setting salaries that meet local market conditions and resources Off-scale amounts would continue to be managed as needed according to campus policy and practice7

Faculty at barrier steps with a satisfactory reviewmdashbut not an advancementmdashwould be awarded a salary adjustment as well We recommend that such faculty be advanced at least to the new campus scale at their continuing rank and step Appendices A and B detail the individual campus costs of this calculation listed under ldquoStep 2rdquo We have calculated the costs assuming that only the 13 of faculty will have been awarded a merit advancement to be effective in Year 2 and again in Year 3 and that only this portion of the faculty would be brought to this new average8

Costs are estimated as follows for example at UCSB in Year 3 Step 2 would cost $2560212 to bring 13 of the faculty to the campus mean at the new rank and step (see Appendix B) Systemwide costs for the second adjustment (Step 2) are as follows for Years 2 and 3

Step 2 costs Years 2 and 3 Year 2 $23236209 (cost for the roughly 13 faculty advanced in a given year)

(General Campus) See Appendix A

Year 3 $26179823 (cost for the roughly 13 faculty advanced in a given year) (General Campus) See Appendix B

Appendices E and F offer additional detail about the development of campus-based means and related costs of advancing faculty at merit review Information is included for General Campus scales and for BusinessEconomicsEngineering scales for academic year and fiscal year faculty

7 In developing the costs for this model mechanisms for off-scales were simplified In Step 1 the Taskforce assumed that the off-scale amounts would be subsumed in the scale adjustments in other words some or all of a faculty memberrsquos off-scale amount would transfer from off-scale dollars to on-scale dollars In Step 2 we assumed that any off-scale dollars remaining after Step 1 would remain at the same dollar amount In actual practice the procedure for Step 2 would vary by campus as is currently the case Some Taskforce members voiced a concern that faculty members with current off-scales may not like the ldquoreturn-to-scalerdquo in Step 1 8 Bringing ALL faculty to the ldquoStep 2rdquo new campus average (including the roughly 23 who remain in their current step) in Year 2 would also be an option and would ensure that those recently advanced (in the two prior years) would profit from this salary adjustment along with those advancing in Year 2 The Taskforce decided against recommending this since it would add significant costs in Year 2

Above Scale Faculty Above Scale faculty (UC currently has 821 Above Scale faculty) offer a special case in this proposed salary plan since they do not have official steps are reviewed on a longer time frame and are awarded salary increments in different ways among the campuses Still it is necessary to factor the cost of salary increments to Above Scale faculty in our calculations To calculate the costs for Above Scale faculty in Years 2 and 3 we used the same average percentage increase for them that would accrue to faculty at Professor Step 9 in this plan 48 in Years 2 and 3 Appendix G details the assumptions used in calculating salary costs for Above Scale faculty in Appendices A and B Note that these costs are already included in the total costs listed above We understand that campuses would continue with current practice for Above Scale faculty even in the new plan It was however important to estimate the costs Health Sciences The Taskforce recommends that HSCP scales be set at the University scale not the campus specific scales described in this section since this second mechanism is not needed for calculating HSCP faculty salaries See Appendices C and D UCRP Taskforce members noted that during Years 2 and 3 there will also be additional University costs for contributions to UCRP The cost goes up from 7 to 10 in FY13 and to 12 in FY14 This is an additional cost that must be funded on all salary dollars whether or not these recommendations are accepted For example the new UCRP cost of Steps 1 and 2 in year 2 would be 3 of $466M or$1398000 The President is discussing with the Governor and legislature the allocation of state funding for some of the Universityrsquos UCRP costs 513 Examples of how the scale reformulations would affect individual faculty members Six scenarios from the General Campus faculty and two from Health Sciences Compensation Plan (HSCP) faculty show how individual faculty would be affected by the proposed salary plan in FY13 (Year 2) these scenarios use the new scales in Appendix E The new salary is determined by whether or not the faculty member has had an advancement in the prior year (see ldquoApproved for Meritrdquo column where a ldquoYrdquo means the faculty member has a new step andor rank and where ldquoNrdquo means the faculty member remains in the current rank and step) If the faculty member is not advanced (A C D and G) the new salary is determined by the adjustments of Step 1 Parts or all of the off-scale amount could be subsumed in Step 1 In no case would a faculty memberrsquos salary go down If the faculty member is advanced the new salary is determined by the calculations of Step 2 as well as Step 1 (B E F and H) To simplify the details the examples in Step 2 assume that the off-scale amount does not change with Step 2 advancement but is maintained at the same dollar amount as after Step 1 (the off-scale could just as easily increase [or be absorbed] those decisions about off-scales would continue to be managed according to campus policy and practice) Individual campuses are identified in the examples (UCD UCI) since the adjustments of Step 2 are determined by individual campus averages For the HSCP UCSF is listed although the individual campus does not matter in this calculation since there would be one systemwide scale

GENERAL CAMPUS FACULTY YEAR 2

Scenario Campus Current Rank amp

Current Base

Salary

On or Off-Scale

Current Total Salary

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

Professor II $71400 On-Scale $71400 N $7300 na na $78700

B UCD Associate

Professor II $71400 On-Scale $71400 Y $7300 $5500 na $84200

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

HEALTH SCIENCES COMPENSATION PLAN FACULTY YEAR 2

Scenario Campus Rank Step

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2 (XX)

G UCSF Assistant Professor II Scale 5

$101100 On-scale $101100 N $16500 na na $117600

H UCSF10Assistant Professor II Scale 5

$101100 On-Scale $101100 Y $16500 $2900 na $120500

514 Cost of Proposed Faculty Salary Plan for Years 1-3 (FY 12 13 14) If the University were to adopt the two-step ldquoScale Reformulationrdquo Plan proposed by this Taskforce we estimate the costs for Years 1 (FY12) 2 (FY13) and 3 (FY14) as follows (see Appendices A and B for further detail) 11

9 In the example of faculty member F the original off-scale of $10K is adjusted in Step 1 As the salary scale base of $99300 is first raised to the average median of $107600 $8300 of the off-scale is transferred to on-scale dollars This leaves an off-scale of $1700 which remains constant in Step 2 as the faculty member is moved to the campus average at the new rank and step ($119600) The off-scale of $1700 is added to this amount for a final salary of $121300 10 Since the Health Sciences scales are the same at all campuses in this set of recommendations (as is currently the case) the campus does not matter 11 The estimate for Year 1 (FY12) is roughly 3 of current payroll ($1B) Actual salary increments for FY12 are not yet available but are likely to be higher than this 3

Year Combined cost Steps 1 and 2 Percent of new salary dollars over ldquostatus quordquo needed for Taskforce recommendations Steps 1 and 2

Year 1 (FY12) (3 for faculty with positive reviews in last four years)

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

The possible costs of Years 4 and 5 are not included here as noted above the variables in the proposed plan and the major changes in University administration of budget suggest that making such estimates would be inaccurate at best The Taskforce felt it was important to understand the costs of this set of recommendations in comparison to costs the campuses already incur for salary actions We defined the ldquostatus quordquo as funds needed to move 13 of the faculty one step in the merit process during a given year In Year 2 we estimated this cost to be 19 of payroll in Year 3 we estimated a cost of 20 Appendices A and B contain these estimates in the column labeled ldquoComparator Simulated lsquoStatus Quorsquo Merit Process (13 of faculty)rdquo In the Table above we have calculated the additional cost of our recommendations (Step 1 and 2) over and above this 19 or 20 The proposed plan is 32 additional cost in Year 2 and 33 additional cost in Year 3 As noted earlier in this report the Office of the President previously calculated the actual costs of merit advancement and retention for a subset of faculty between FY08 and FY10 the cost was 31 per year The Taskforce believes these are reasonable costs to support faculty salaries We also believe that these costs would likely leave the campuses with some flexibility to deal with other salary costs in recruitment and retention Having a plan like the one we propose would be a key factor in improving faculty morale and improving recruitment and retention on a broad scale This plan also adds new dimensions to our current salary processes by factoring market salaries directly into development of the scales and by acknowledging the need for campus variation in salary

12 Additional UCRP costs are not included in these figures

60 Next Steps These recommendations reflect the consensus of the Taskforce as it has worked to reflect the priorities and goals of both faculty and administration (one Taskforce member contributed to the development of this memo but abstained from endorsing its final recommendations) The Taskforce would be pleased to meet with you to review these recommendations and next steps for determining faculty salary in the next two years cc Current and past members Senate-Administration Taskforce on Faculty Salaries Executive Director Tanaka Manager Lockwood Coordinator Sykes Attachments June 9 2011 memo to Executive Vice President and Provost Pitts from Taskforce Appendices A through G

Bringing Faculty to Median Average (Systemwide) Then to Campus Mean After Merit ProcessGeneral Campus Ladder Rank Academic and Fiscal Year Faculty (Regular and BEE Scales)Based on October 2010 Payroll Data Adjusted with 3 increase for Oct 2011

Year 2 (3 increase added to Oct 2010 salary data)Step 2 Campus Merit

ProcessTotal Salaries (3

increase over Oct 2010) Median Average (Sim Merit Process using new model) Step 1 + Step 2

CAMPUS FT Salary Rates Total Faculty N Cost of Total

Salaries Cost(Cost of merits for 13

of faculty) Total Cost of of Total

Salaries

Difference between Model and Status

QuoDiff in of of Total Salaries

SYSTEM $916638725 7541 $17658754 19 $23347277 $23236209 $46583486 51 $28924732 32Prof $654863828 4599 $13599654 21 $15269589 $17261820 $32531409 50 $18931755 29Assoc $148022920 1601 $2493100 17 $4733997 $3713760 $8447757 57 $5954657 40Assistant $113751977 1341 $1566000 14 $3343691 $2260630 $5604321 49 $4038321 36

BK $171212216 1288 $3196787 19 $2576535 $4780670 $7357205 43 $4160417 24Prof $123230332 808 $2463654 20 $1947098 $3274366 $5221464 42 $2757810 22Assoc $28160393 268 $478833 17 $356762 $979342 $1336104 47 $857271 30Assistant $19821491 212 $254300 13 $272675 $526962 $799637 40 $545337 28

DV $138601614 1197 $2915786 21 $6663963 $3257603 $9921566 72 $7005780 51Prof $102298997 765 $2325386 23 $4678614 $2603856 $7282470 71 $4957084 48Assoc $19785110 228 $348867 18 $1095632 $418623 $1514255 77 $1165388 59Assistant $16517507 204 $241533 15 $889717 $235125 $1124842 68 $883308 53

IR $94208268 837 $1831510 19 $3071517 $2382308 $5453825 58 $3622315 38Prof $62266420 463 $1301810 21 $1693552 $1687085 $3380637 54 $2078827 33Assoc $17675381 203 $329067 19 $764818 $446013 $1210831 69 $881764 50Assistant $14266467 171 $200633 14 $613147 $249210 $862357 60 $661724 46

LA $177127376 1267 $3053222 17 $957362 $4933106 $5890468 33 $2837245 16Prof $134939458 854 $2513989 19 $710789 $3910580 $4621369 34 $2107380 16Assoc $24118388 227 $325067 13 $173390 $614559 $787949 33 $462882 19Assistant $18069530 186 $214167 12 $73183 $407966 $481149 27 $266983 15

MC $11097937 122 $190840 17 $307268 $198081 $505349 46 $314509 28Prof $3691447 29 $79806 22 $48805 $77325 $126130 34 $46323 13Assoc $1995865 23 $31900 16 $62732 $40107 $102839 52 $70939 36Assistant $5410625 70 $79133 15 $195731 $80649 $276380 51 $197246 36

RV $71077274 653 $1443632 20 $2848803 $1738158 $4586961 65 $3143329 44Prof $46561077 348 $1027799 22 $1730733 $1201754 $2932487 63 $1904688 41Assoc $12759939 153 $237667 19 $628709 $310695 $939404 74 $701737 55Assistant $11756258 152 $178167 15 $489361 $225709 $715070 61 $536903 46

SB $90996834 772 $1858430 20 $2365159 $2186712 $4551871 50 $2693440 30Prof $69239458 509 $1495497 22 $1669325 $1719839 $3389164 49 $1893667 27Assoc $15055458 179 $267567 18 $538803 $316457 $855260 57 $587693 39Assistant $6701918 84 $95367 14 $157031 $150416 $307447 46 $212080 32

SC $54198787 512 $1122132 21 $1941125 $1199503 $3140628 58 $2018497 37Prof $36372476 290 $824332 23 $1238635 $365688 $1604323 44 $779992 21Assoc $9745174 116 $177533 18 $442264 $119128 $561392 58 $383858 39Assistant $8081137 106 $120267 15 $260226 $128217 $388443 48 $268176 33

SD $108118419 893 $2046414 19 $2615545 $2560070 $5175615 48 $3129200 29Prof $76264163 533 $1567381 21 $1552038 $1898598 $3450636 45 $1883255 25Assoc $18727212 204 $296600 16 $670887 $410824 $1081711 58 $785111 42Assistant $13127044 156 $182433 14 $392620 $250648 $643268 49 $460834 35

SEE NEXT PAGE FOR NOTES

Step 1Simulated Status Quo Merit

Process (13 of faculty)

Comparator

Notes Calculation of MeansThe calculations in this costing model is based on October 2010 faculty salaries plus 3 to approximate the faculty salary increases effective October 2011Therefore Year 1 was represented by the increases of October 2011 (3) and this costing is for Year 2 (effective October 2012)Included in the calculation of means Ladder Rank Faculty plus Agronomists and AstronomersGeneral Campus onlyRegular Scale Only (excludes BusinessEconEngineering and Law School Scales)AY and FY Faculty (FY rates normalized to AY equivalent by dividing by a factor of 116)Excludes Above ScaleSalary rate used is a calculated full time annual rate based on regular pay and FTE in October 2010 (stipends research pay etc were not included in the rate calculation)For each rank and step up to 5 outlier salary rates were removed if they were at least $10000 higher than the next lower rateCampus Means used for costing Step 2 were calculated subsequent to bringing all faculty to Median of the Means value (Step 1)

Notes Salary Adjustment CostingIncludes Ladder Ranks and Acting plus Astronomers and AgronomistsIncludes Regular Scale and BusinessEconEngineering FacultyExcludes faculty paid on Law School ScalesSimulated Merit Process for both Status Quo and Model 2b

- Faculty advanced one Step within rank- Promotional advancement advance to Step 3 of the new Rank (ie from Asst 6 to Assoc 3)- The resulting cost was divided by 3 to simulate approximately 13 of faculty advancing in a given year

Process for Status Quo merit increase for Above Scale- Faculty at Professor Step 9 were advanced to Above Scale and salaries increased by $11400 (difference between Prof 8 and 9 on current salary scale)- Faculty already at Above Scale were increased by 48 (same as for Method 2b - see below)

Method 2b process for Off-Scale salary rates that were already above the Median of the Means- No Increase in Step 1- In Step 2 if the salary rate prior to advancement was below the Campus Mean for the new step the rate was increased to the Campus Mean (off-scale absorbed)- In Step 2 if the salary rate prior to advancement was above the Campus Mean for the new step the rate was increased by the difference in value

between previous and new step on the Systemwide Median of the Means scale (off-scale partially retained)- In Step 2 faculty at Professor Step 9 were advanced to Above Scale and salaries increased by $10900 (difference between Prof 8 and 9 on Median of the Means Scale)- In Step 2 salaries for faculty already at Above Scale were increased by 48 (average of increase for faculty at Step 9 - determined in previous costing exercise)

Bringing Faculty to Median Average (Systemwide) Then to Campus Mean After Merit ProcessGeneral Campus Ladder Rank Academic and Fiscal Year Faculty (Regular and BEE Scales)Based on October 2010 Payroll Data Adjusted with 3 increase for Oct 2011 adjusted for year 2

Step 2 Campus Merit Process

After Yr 2 Status Quo Merit Process After Yr 2 Median Average

(Simulated using model) Step 1 + Step 2

CAMPUSTotal

Faculty N FT Salary Rates Cost of Total

Salaries FT Salary Rates Cost(Cost of merits for

13 of faculty) Total Cost of of Total

Salaries

SYSTEM 7541 $934308003 $18549606 20 $963176983 $25004501 $26179823 $51184324 53 $32634718 33Prof 4650 $673683667 $14073706 21 $693165232 $18450048 $19533757 $37983805 55 $23910099 34Assoc 1577 $147699864 $2865700 19 $153222061 $3804770 $4418380 $8223150 54 $5357450 34Assistant 1314 $112924472 $1610200 14 $116789690 $2749683 $2227686 $4977369 43 $3367169 28

BK 1288 $174278738 $3459875 20 $178349738 $3206046 $5088330 $8294376 47 $4834501 27Prof 841 $129044454 $2680875 21 $132160365 $2619066 $3522425 $6141491 46 $3460616 26Assoc 254 $26897608 $504300 19 $27449196 $350134 $1107789 $1457923 53 $953623 34Assistant 193 $18336676 $274700 15 $18740177 $236846 $458116 $694962 37 $420262 22

DV 1197 $141575600 $3097254 22 $148625310 $6093657 $5494882 $11588539 78 $8491285 56Prof 768 $104937683 $2419854 23 $109973303 $4679887 $4416493 $9096380 83 $6676526 60Assoc 228 $20108110 $421300 21 $21266610 $777543 $675204 $1452747 68 $1031447 47Assistant 201 $16529807 $256100 15 $17385397 $636227 $403185 $1039412 60 $783312 44

IR 837 $95986408 $1872051 20 $99609418 $2855853 $2156569 $5012422 50 $3140371 31Prof 473 $64468463 $1317651 20 $66630543 $1866872 $1502643 $3369515 51 $2051864 30Assoc 194 $17158804 $347200 20 $17964719 $533457 $441964 $975421 54 $628221 34Assistant 170 $14359141 $207200 14 $15014156 $455524 $211962 $667486 44 $460286 30

LA 1267 $180227180 $3246167 18 $183116796 $1530248 $5216551 $6746799 37 $3500632 19Prof 854 $137485562 $2637267 19 $139613636 $1280314 $4061700 $5342014 38 $2704747 19Assoc 227 $24446888 $404700 17 $24912793 $145861 $751919 $897780 36 $493080 19Assistant 186 $18294730 $204200 11 $18590367 $104073 $402932 $507005 27 $302805 16

MC 122 $11300937 $174688 15 $11626387 $423533 $156355 $579888 50 $405200 34Prof 29 $3774847 $71488 19 $3821863 $149388 $73319 $222707 58 $151219 39Assoc 24 $2109148 $24700 12 $2178717 $67827 $26075 $93902 43 $69202 31Assistant 69 $5416942 $78500 14 $5625807 $206318 $56961 $263279 47 $184779 32

RV 653 $72574184 $1412672 19 $75702885 $2740350 $2030702 $4771052 63 $3358381 44Prof 350 $47851944 $948972 20 $49765105 $1881993 $1449751 $3331744 67 $2382773 47Assoc 154 $13020563 $301600 23 $13721610 $467639 $382979 $850618 62 $549018 39Assistant 149 $11701677 $162100 14 $12216170 $390718 $197972 $588690 48 $426590 34

SB 772 $92882511 $1943016 21 $95546029 $2942871 $2225212 $5168083 54 $3225067 33Prof 509 $70745235 $1528016 22 $72604362 $2336227 $1656416 $3992643 55 $2464627 33Assoc 179 $15328558 $315000 21 $15925719 $471697 $408349 $880046 55 $565046 35Assistant 84 $6808718 $100000 15 $7015948 $134947 $160447 $295394 42 $195394 27

SC 512 $55363710 $1099048 20 $57383600 $2478470 $1118935 $3597405 63 $2498357 43Prof 291 $37358796 $748848 20 $38663616 $1718042 $775249 $2493291 64 $1744443 44Assoc 115 $9824577 $225600 23 $10256096 $459848 $225813 $685661 67 $460061 44Assistant 106 $8180337 $124600 15 $8463888 $300580 $117873 $418453 49 $293853 34

SD 893 $110118735 $2244836 20 $113216820 $2733473 $2692287 $5425760 48 $3180924 28Prof 535 $78016683 $1720736 22 $79932439 $1918259 $2075761 $3994020 50 $2273284 28Assoc 202 $18805608 $321300 17 $19546601 $530764 $398288 $929052 48 $607752 30Assistant 156 $13296444 $202800 15 $13737780 $284450 $218238 $502688 37 $299888 21

Step 1Simulated Yr 3 Status Quo Merit Process (13 of faculty)

Comparator

(Based on Oct 2010 +3) APU Scale NumberSystem - 5th Lowest Mean Scale 0 1 2 3 4 5 6 7 8 9Type AYFY Rank STEP Median Average 110 120 130 140 150 165 180 200 225Regular FY Asst 1 $76900 $84600 $92300 $100000 $107700 $115400 $126900 $138400 $153800 $173000Regular FY Asst 2 $78400 $86200 $94100 $101900 $109800 $117600 $129400 $141100 $156800 $176400Regular FY Asst 3 $80300 $88300 $96400 $104400 $112400 $120500 $132500 $144500 $160600 $180700Regular FY Asst 4 $84900 $93400 $101900 $110400 $118900 $127400 $140100 $152800 $169800 $191000Regular FY Asst 5 $87700 $96500 $105200 $114000 $122800 $131600 $144700 $157900 $175400 $197300Regular FY Asst 6 $90400 $99400 $108500 $117500 $126600 $135600 $149200 $162700 $180800 $203400Regular FY Assoc 1 $88000 $96800 $105600 $114400 $123200 $132000 $145200 $158400 $176000 $198000Regular FY Assoc 2 $91300 $100400 $109600 $118700 $127800 $137000 $150600 $164300 $182600 $205400Regular FY Assoc 3 $96600 $106300 $115900 $125600 $135200 $144900 $159400 $173900 $193200 $217400Regular FY Assoc 4 $99400 $109300 $119300 $129200 $139200 $149100 $164000 $178900 $198800 $223700Regular FY Assoc 5 $107400 $118100 $128900 $139600 $150400 $161100 $177200 $193300 $214800 $241700Regular FY Prof 1 $102300 $112500 $122800 $133000 $143200 $153500 $168800 $184100 $204600 $230200Regular FY Prof 2 $113300 $124600 $136000 $147300 $158600 $170000 $186900 $203900 $226600 $254900Regular FY Prof 3 $117400 $129100 $140900 $152600 $164400 $176100 $193700 $211300 $234800 $264200Regular FY Prof 4 $124800 $137300 $149800 $162200 $174700 $187200 $205900 $224600 $249600 $280800Regular FY Prof 5 $133400 $146700 $160100 $173400 $186800 $200100 $220100 $240100 $266800 $300200Regular FY Prof 6 $141800 $156000 $170200 $184300 $198500 $212700 $234000 $255200 $283600 $319100Regular FY Prof 7 $155000 $170500 $186000 $201500 $217000 $232500 $255800 $279000 $310000 $348800Regular FY Prof 8 $164800 $181300 $197800 $214200 $230700 $247200 $271900 $296600 $329600 $370800Regular FY Prof 9 $177500 $195300 $213000 $230800 $248500 $266300 $292900 $319500 $355000 $399400

APU Scale NumberSystem - 5th Lowest Mean Scale 0 1 2 3 4 5 6 7 8 9Type AYFY Rank STEP Median Average 110 120 130 140 150 165 180 200 225Regular FY Asst 1 $80300 $88300 $96400 $104400 $112400 $120500 $132500 $144500 $160600 $180700Regular FY Asst 2 $82400 $90600 $98900 $107100 $115400 $123600 $136000 $148300 $164800 $185400Regular FY Asst 3 $85700 $94300 $102800 $111400 $120000 $128600 $141400 $154300 $171400 $192800Regular FY Asst 4 $89700 $98700 $107600 $116600 $125600 $134600 $148000 $161500 $179400 $201800Regular FY Asst 5 $92300 $101500 $110800 $120000 $129200 $138500 $152300 $166100 $184600 $207700Regular FY Asst 6 $94700 $104200 $113600 $123100 $132600 $142100 $156300 $170500 $189400 $213100Regular FY Assoc 1 $93500 $102900 $112200 $121600 $130900 $140300 $154300 $168300 $187000 $210400Regular FY Assoc 2 $94900 $104400 $113900 $123400 $132900 $142400 $156600 $170800 $189800 $213500Regular FY Assoc 3 $102000 $112200 $122400 $132600 $142800 $153000 $168300 $183600 $204000 $229500Regular FY Assoc 4 $106000 $116600 $127200 $137800 $148400 $159000 $174900 $190800 $212000 $238500Regular FY Assoc 5 $111600 $122800 $133900 $145100 $156200 $167400 $184100 $200900 $223200 $251100Regular FY Prof 1 $113200 $124500 $135800 $147200 $158500 $169800 $186800 $203800 $226400 $254700Regular FY Prof 2 $118300 $130100 $142000 $153800 $165600 $177500 $195200 $212900 $236600 $266200Regular FY Prof 3 $126700 $139400 $152000 $164700 $177400 $190100 $209100 $228100 $253400 $285100Regular FY Prof 4 $136500 $150200 $163800 $177500 $191100 $204800 $225200 $245700 $273000 $307100Regular FY Prof 5 $142600 $156900 $171100 $185400 $199600 $213900 $235300 $256700 $285200 $320900Regular FY Prof 6 $150200 $165200 $180200 $195300 $210300 $225300 $247800 $270400 $300400 $338000Regular FY Prof 7 $167700 $184500 $201200 $218000 $234800 $251600 $276700 $301900 $335400 $377300Regular FY Prof 8 $174500 $192000 $209400 $226900 $244300 $261800 $287900 $314100 $349000 $392600Regular FY Prof 9 $187600 $206400 $225100 $243900 $262600 $281400 $309500 $337700 $375200 $422100

(Based on Oct 2010 +3) Campus Means after Bringing Faculty to the Median AverageScale Type AYFY Rank STEP Median Average BK DV IR LA MC RV SB SC SDRegular AY Asst 1 $66300 $72100 $69200 $66300 $72100 $66300 $66300 $72100 $66300 $69200Regular AY Asst 2 $67600 $75100 $70800 $68400 $74500 $69300 $68600 $73200 $68800 $71400Regular AY Asst 3 $69200 $78100 $72700 $69800 $80200 $70400 $71400 $74300 $70600 $75100Regular AY Asst 4 $73200 $81700 $74600 $74800 $82400 $74800 $74800 $78500 $75400 $76700Regular AY Asst 5 $75600 $83400 $76400 $78100 $87000 $77500 $78700 $79800 $76500 $78700Regular AY Asst 6 $77900 $85100 $77900 $81200 $88700 $78200 $80600 $81100 $80300 $83700Regular AY Assoc 1 $75900 $83500 $78100 $78200 $90400 $77600 $78800 $79900 $76600 $80200Regular AY Assoc 2 $78700 $93600 $81300 $81300 $93300 $83100 $81200 $81200 $80400 $83800Regular AY Assoc 3 $83300 $94400 $84200 $85600 $96300 $85900 $85300 $87500 $83700 $87300Regular AY Assoc 4 $85700 $96300 $87600 $89800 $99300 $88600 $89100 $88500 $87500 $88200Regular AY Assoc 5 $92600 $98200 $95300 $94000 $101100 $90500 $94000 $91600 $92600 $92600Regular AY Prof 1 $88200 $103200 $90100 $89900 $106600 $92400 $93300 $94700 $90800 $93100Regular AY Prof 2 $97700 $108200 $99000 $101400 $114000 $97700 $99200 $103600 $98600 $103300Regular AY Prof 3 $101200 $112600 $104600 $104300 $126000 $105900 $103600 $105600 $102400 $107100Regular AY Prof 4 $107600 $119500 $110000 $116600 $127700 $108000 $109200 $108800 $111400 $111200Regular AY Prof 5 $115000 $124100 $116600 $119600 $131400 $115100 $120800 $119400 $115500 $120400Regular AY Prof 6 $122200 $133700 $124800 $128700 $142300 $122200 $125000 $124100 $124800 $127900Regular AY Prof 7 $133600 $141300 $136700 $139200 $151400 $133600 $138000 $137700 $136400 $143300Regular AY Prof 8 $142100 $148500 $145100 $149600 $157800 $151000 $143100 $145200 $143000 $144600Regular AY Prof 9 $153000 $157500 $156000 $158400 $169800 $155200 $157100 $161200 $154900 $156600Diff btwn Step 8 amp 9 $10900 $9000 $10900 $8800 $12000 $4200 $14000 $16000 $11900 $12000

(Based on Oct 2010 +3)Scale Type AYFY Rank STEP Median Average BK DV IR LA MC RV SB SC SDRegular FY Asst 1 $76900 $83600 $80300 $76900 $83600 $76900 $76900 $83600 $76900 $80300Regular FY Asst 2 $78400 $87100 $82100 $79300 $86400 $80400 $79600 $84900 $79800 $82800Regular FY Asst 3 $80300 $90600 $84300 $81000 $93000 $81700 $82800 $86200 $81900 $87100Regular FY Asst 4 $84900 $94800 $86500 $86800 $95600 $86800 $86800 $91100 $87500 $89000Regular FY Asst 5 $87700 $96700 $88600 $90600 $100900 $89900 $91300 $92600 $88700 $91300Regular FY Asst 6 $90400 $98700 $90400 $94200 $102900 $90700 $93500 $94100 $93100 $97100Regular FY Assoc 1 $88000 $96900 $90600 $90700 $104900 $90000 $91400 $92700 $88900 $93000Regular FY Assoc 2 $91300 $108600 $94300 $94300 $108200 $96400 $94200 $94200 $93300 $97200Regular FY Assoc 3 $96600 $109500 $97700 $99300 $111700 $99600 $98900 $101500 $97100 $101300Regular FY Assoc 4 $99400 $111700 $101600 $104200 $115200 $102800 $103400 $102700 $101500 $102300Regular FY Assoc 5 $107400 $113900 $110500 $109000 $117300 $105000 $109000 $106300 $107400 $107400Regular FY Prof 1 $102300 $119700 $104500 $104300 $123700 $107200 $108200 $109900 $105300 $108000Regular FY Prof 2 $113300 $125500 $114800 $117600 $132200 $113300 $115100 $120200 $114400 $119800Regular FY Prof 3 $117400 $130600 $121300 $121000 $146200 $122800 $120200 $122500 $118800 $124200Regular FY Prof 4 $124800 $138600 $127600 $135300 $148100 $125300 $126700 $126200 $129200 $129000Regular FY Prof 5 $133400 $144000 $135300 $138700 $152400 $133500 $140100 $138500 $134000 $139700Regular FY Prof 6 $141800 $155100 $144800 $149300 $165100 $141800 $145000 $144000 $144800 $148400Regular FY Prof 7 $155000 $163900 $158600 $161500 $175600 $155000 $160100 $159700 $158200 $166200Regular FY Prof 8 $164800 $172300 $168300 $173500 $183000 $175200 $166000 $168400 $165900 $167700Regular FY Prof 9 $177500 $182700 $181000 $183700 $197000 $180000 $182200 $187000 $179700 $181700Diff btwn Step 8 amp 9 $12700 $10400 $12700 $10200 $14000 $4800 $16200 $18600 $13800 $14000

(Based on Oct 2010 +3) Campus Means after Bringing Faculty to 5th Lowest MeanScale Type AYFY Rank STEP Median Average BK DV IR LA MC RV SB SC SDBusEconEng AY Asst 1 $88400 $96100 $92200 $88400 $96100 $88400 $88400 $96100 $88400 $92200BusEconEng AY Asst 2 $89400 $99300 $93600 $90500 $98500 $91700 $90700 $96800 $91000 $94400BusEconEng AY Asst 3 $90900 $102600 $95500 $91700 $105400 $92500 $93800 $97700 $92800 $98700BusEconEng AY Asst 4 $95900 $107000 $97700 $98000 $107900 $98000 $98000 $102800 $98800 $100500BusEconEng AY Asst 5 $98400 $108500 $99400 $101600 $113200 $100900 $102400 $103900 $99600 $102400BusEconEng AY Asst 6 $100200 $109400 $100200 $104400 $114100 $100600 $103700 $104300 $103300 $107600BusEconEng AY Assoc 1 $98800 $108600 $101600 $101700 $117600 $101000 $102500 $104000 $99700 $104300BusEconEng AY Assoc 2 $101200 $109500 $104500 $104500 $120000 $106800 $104400 $104400 $103400 $107700BusEconEng AY Assoc 3 $105500 $114000 $106600 $108400 $122000 $108800 $108000 $110800 $106000 $110600BusEconEng AY Assoc 4 $107200 $118400 $107700 $110400 $125000 $110400 $109500 $112700 $107500 $111900BusEconEng AY Assoc 5 $108800 $122600 $111900 $114800 $128000 $112000 $110400 $114600 $108800 $113200BusEconEng AY Prof 1 $108400 $126800 $110700 $110500 $131000 $113500 $114600 $116400 $111600 $114400BusEconEng AY Prof 2 $114700 $127100 $116200 $119100 $133900 $114700 $116500 $121600 $115800 $121300BusEconEng AY Prof 3 $117100 $130300 $121000 $120700 $145800 $122500 $119800 $122200 $118500 $123900BusEconEng AY Prof 4 $122900 $136500 $125600 $133200 $145800 $123300 $124700 $124300 $127200 $127000BusEconEng AY Prof 5 $129800 $140100 $131600 $135000 $148300 $129900 $136400 $134800 $130400 $135900BusEconEng AY Prof 6 $137100 $150000 $140000 $144400 $159600 $137100 $140200 $139200 $140000 $143500BusEconEng AY Prof 7 $148500 $157100 $152000 $154700 $168300 $148500 $153400 $153100 $151600 $159300BusEconEng AY Prof 8 $156200 $163200 $159500 $164400 $173500 $166000 $157300 $159600 $157200 $158900BusEconEng AY Prof 9 $167700 $172600 $170900 $173600 $186100 $170100 $172100 $176600 $169700 $171600Diff btwn Step 8 amp 9 $11500 $9400 $11400 $9200 $12600 $4100 $14800 $17000 $12500 $12700

(Based on Oct 2010 +3)Scale Type AYFY Rank STEP Median Average BK DV IR LA MC RV SB SC SDBusEconEng FY Asst 1 $102500 $111400 $107000 $102500 $111400 $102500 $102500 $111400 $102500 $107000BusEconEng FY Asst 2 $103700 $115200 $108600 $104900 $114300 $106300 $105300 $112300 $105600 $109500BusEconEng FY Asst 3 $105500 $119100 $110800 $106500 $122200 $107400 $108800 $113300 $107600 $114500BusEconEng FY Asst 4 $111200 $124200 $113300 $113700 $125200 $113700 $113700 $119300 $114600 $116600BusEconEng FY Asst 5 $114100 $125900 $115300 $117900 $131300 $117000 $118800 $120500 $115400 $118800BusEconEng FY Asst 6 $116300 $126900 $116300 $121200 $132300 $116700 $120300 $121000 $119700 $124900BusEconEng FY Assoc 1 $114500 $126100 $117900 $118000 $136500 $117100 $118900 $120600 $115700 $121000BusEconEng FY Assoc 2 $117400 $127000 $121200 $121200 $139100 $123900 $121100 $121100 $120000 $125000BusEconEng FY Assoc 3 $122300 $132200 $123700 $125800 $141500 $126100 $125200 $128500 $123000 $128300BusEconEng FY Assoc 4 $124200 $137300 $124900 $128100 $145000 $128100 $127100 $130700 $124800 $129800BusEconEng FY Assoc 5 $126100 $142200 $129800 $133200 $148500 $129900 $128000 $132900 $126100 $131300BusEconEng FY Prof 1 $125700 $147100 $128400 $128200 $152000 $131700 $133000 $135000 $129400 $132700BusEconEng FY Prof 2 $133000 $147400 $134800 $138100 $155200 $133000 $135200 $141100 $134300 $140700BusEconEng FY Prof 3 $135800 $151100 $140300 $140000 $169100 $142100 $139100 $141700 $137400 $143700BusEconEng FY Prof 4 $142500 $158300 $145700 $154500 $169100 $143100 $144700 $144100 $147600 $147300BusEconEng FY Prof 5 $150600 $162500 $152700 $156600 $172000 $150700 $158100 $156300 $151300 $157700BusEconEng FY Prof 6 $159000 $174000 $162400 $167500 $185200 $159000 $162600 $161500 $162400 $166500BusEconEng FY Prof 7 $172300 $182200 $176300 $179500 $195200 $172300 $178000 $177500 $175900 $184700BusEconEng FY Prof 8 $181200 $189400 $185000 $190700 $201200 $192600 $182500 $185100 $182400 $184300BusEconEng FY Prof 9 $194500 $200200 $198300 $201300 $215900 $197200 $199700 $204900 $196900 $199100Diff btwn Step 8 amp 9 $13300 $10800 $13300 $10600 $14700 $4600 $17200 $19800 $14500 $14800

Campus Means after Bringing Faculty to the Median AverageScale Type AYFY Rank STEP Median Average BK DV IR LA MC RV SB SC SDRegular AY Asst 1 $69200 $72100 $72100 $70700 $72100 $69200 $70700 $72100 $70700 $70700Regular AY Asst 2 $71000 $76400 $72600 $72400 $76500 $71000 $72800 $75000 $71000 $73300Regular AY Asst 3 $73900 $80700 $76600 $74100 $80400 $73900 $74900 $77800 $74000 $75900Regular AY Asst 4 $77300 $81700 $80500 $77900 $84200 $77300 $78000 $82400 $78100 $78300Regular AY Asst 5 $79600 $84100 $82800 $80900 $88100 $80500 $81100 $82750 $80500 $80700Regular AY Asst 6 $81600 $86500 $84700 $83100 $89800 $81600 $86500 $83100 $82800 $84800Regular AY Assoc 1 $80600 $84200 $82900 $81000 $90300 $80600 $83700 $82850 $80600 $82700Regular AY Assoc 2 $81800 $92200 $84800 $83200 $95100 $83000 $86600 $83200 $82900 $86600Regular AY Assoc 3 $87900 $95200 $92000 $89400 $99450 $89700 $90100 $90000 $88500 $90500Regular AY Assoc 4 $91400 $98200 $94100 $93800 $103800 $96300 $95000 $94600 $91400 $93900Regular AY Assoc 5 $96200 $99300 $104500 $97100 $106200 $97000 $96900 $104300 $99400 $97700Regular AY Prof 1 $97600 $109300 $106100 $93900 $108500 $97600 $104200 $99500 $98300 $100000Regular AY Prof 2 $102000 $119300 $108500 $103800 $117300 $104100 $106100 $104400 $103500 $107100Regular AY Prof 3 $109200 $122800 $115400 $111200 $127600 $109200 $114700 $114200 $110700 $113600Regular AY Prof 4 $117700 $126300 $126700 $124000 $132200 $117700 $127000 $118200 $119400 $119300Regular AY Prof 5 $122900 $130600 $132900 $125300 $136700 $126700 $132700 $124800 $124800 $127800Regular AY Prof 6 $129500 $139900 $141300 $132500 $147600 $135700 $137400 $131600 $130400 $132600Regular AY Prof 7 $144600 $151400 $159200 $147400 $155200 $144600 $153000 $147500 $146300 $152500Regular AY Prof 8 $150400 $156600 $164400 $152200 $163200 $153200 $157400 $151200 $153900 $156600Regular AY Prof 9 $161700 $168100 $175400 $167400 $174200 $161700 $172400 $167300 $161700 $165400Diff btwn Step 8 amp 9 $11300 $11500 $11000 $15200 $11000 $8500 $15000 $16100 $7800 $8800

Scale Type AYFY Rank STEP Median Average BK DV IR LA MC RV SB SC SDRegular FY Asst 1 $80300 $83600 $83600 $82000 $83600 $80300 $82000 $83600 $82000 $82000Regular FY Asst 2 $82400 $88600 $84200 $84000 $88700 $82400 $84400 $87000 $82400 $85000Regular FY Asst 3 $85700 $93600 $88900 $86000 $93300 $85700 $86900 $90200 $85800 $88000Regular FY Asst 4 $89700 $94800 $93400 $90400 $97700 $89700 $90500 $95600 $90600 $90800Regular FY Asst 5 $92300 $97600 $96000 $93800 $102200 $93400 $94100 $96000 $93400 $93600Regular FY Asst 6 $94700 $100300 $98300 $96400 $104200 $94700 $100300 $96400 $96000 $98400Regular FY Assoc 1 $93500 $97700 $96200 $94000 $104700 $93500 $97100 $96100 $93500 $95900Regular FY Assoc 2 $94900 $107000 $98400 $96500 $110300 $96300 $100500 $96500 $96200 $100500Regular FY Assoc 3 $102000 $110400 $106700 $103700 $115400 $104100 $104500 $104400 $102700 $105000Regular FY Assoc 4 $106000 $113900 $109200 $108800 $120400 $111700 $110200 $109700 $106000 $108900Regular FY Assoc 5 $111600 $115200 $121200 $112600 $123200 $112500 $112400 $121000 $115300 $113300Regular FY Prof 1 $113200 $126800 $123100 $108900 $125900 $113200 $120900 $115400 $114000 $116000Regular FY Prof 2 $118300 $138400 $125900 $120400 $136100 $120800 $123100 $121100 $120100 $124200Regular FY Prof 3 $126700 $142400 $133900 $129000 $148000 $126700 $133100 $132500 $128400 $131800Regular FY Prof 4 $136500 $146500 $147000 $143800 $153400 $136500 $147300 $137100 $138500 $138400Regular FY Prof 5 $142600 $151500 $154200 $145300 $158600 $147000 $153900 $144800 $144800 $148200Regular FY Prof 6 $150200 $162300 $163900 $153700 $171200 $157400 $159400 $152700 $151300 $153800Regular FY Prof 7 $167700 $175600 $184700 $171000 $180000 $167700 $177500 $171100 $169700 $176900Regular FY Prof 8 $174500 $181700 $190700 $176600 $189300 $177700 $182600 $175400 $178500 $181700Regular FY Prof 9 $187600 $195000 $203500 $194200 $202100 $187600 $200000 $194100 $187600 $191900Diff btwn Step 8 amp 9 $13100 $13300 $12800 $17600 $12800 $9900 $17400 $18700 $9100 $10200

Campus Means after Bringing Faculty to 5th Lowest MeanScale Type AYFY Rank STEP Median Average BK DV IR LA MC RV SB SC SDBusEconEng AY Asst 1 $92200 $96100 $96100 $94200 $96100 $92200 $94200 $96100 $94200 $94200BusEconEng AY Asst 2 $93900 $101100 $98400 $95800 $101200 $93900 $96300 $99200 $93900 $97000BusEconEng AY Asst 3 $97100 $106100 $100700 $97400 $105700 $97100 $98400 $102300 $97300 $99800BusEconEng AY Asst 4 $101300 $107000 $105500 $102100 $110300 $101300 $102200 $107900 $102300 $102600BusEconEng AY Asst 5 $103600 $109500 $107800 $105300 $114700 $104800 $105600 $107700 $104800 $105000BusEconEng AY Asst 6 $104900 $111300 $108900 $106900 $115500 $104900 $111300 $106900 $106500 $109100BusEconEng AY Assoc 1 $104900 $109600 $107900 $105400 $117500 $104900 $108900 $107800 $104900 $107600BusEconEng AY Assoc 2 $105200 $118500 $109000 $107000 $122300 $106700 $111300 $107000 $106600 $111300BusEconEng AY Assoc 3 $111300 $119600 $116500 $113200 $125900 $113600 $114100 $114000 $112100 $114600BusEconEng AY Assoc 4 $112300 $120700 $119600 $115300 $127600 $118400 $116800 $116300 $112300 $115400BusEconEng AY Assoc 5 $113000 $121800 $122700 $114000 $124700 $113900 $122400 $122500 $116700 $114700BusEconEng AY Prof 1 $119900 $134300 $130400 $115400 $133300 $119900 $128000 $122300 $120800 $122900BusEconEng AY Prof 2 $123100 $140100 $132000 $121900 $137700 $122200 $130400 $122600 $121500 $125800BusEconEng AY Prof 3 $126300 $142100 $133500 $128600 $147600 $126300 $132700 $132100 $128100 $131400BusEconEng AY Prof 4 $134400 $144200 $144700 $141600 $151000 $134400 $145000 $135000 $136400 $136300BusEconEng AY Prof 5 $138700 $147400 $150000 $141400 $154300 $143000 $149800 $140900 $140900 $144300BusEconEng AY Prof 6 $145300 $156900 $158500 $148600 $165600 $152200 $154100 $147600 $146300 $148700BusEconEng AY Prof 7 $160700 $168300 $177000 $163800 $172500 $160700 $170100 $164000 $162600 $169500BusEconEng AY Prof 8 $165300 $172100 $180700 $167300 $179400 $168400 $173000 $166200 $169200 $172100BusEconEng AY Prof 9 $177200 $184200 $192200 $183400 $190900 $177200 $188900 $183300 $177200 $181200Diff btwn Step 8 amp 9 $11900 $12100 $11500 $16100 $11500 $8800 $15900 $17100 $8000 $9100

Scale Type AYFY Rank STEP Median Average BK DV IR LA MC RV SB SC SDBusEconEng FY Asst 1 $107000 $111400 $111400 $109300 $111400 $107000 $109300 $111400 $109300 $109300BusEconEng FY Asst 2 $109000 $117200 $114100 $111100 $117300 $109000 $111600 $115100 $109000 $112400BusEconEng FY Asst 3 $112600 $123000 $116800 $113000 $122600 $112600 $114200 $118500 $112800 $115700BusEconEng FY Asst 4 $117500 $124200 $122400 $118400 $128000 $117500 $118600 $125200 $118700 $118900BusEconEng FY Asst 5 $120100 $127000 $124900 $122100 $133000 $121600 $122500 $124900 $121600 $121800BusEconEng FY Asst 6 $121800 $129000 $126400 $124000 $134000 $121800 $129000 $124000 $123500 $126600BusEconEng FY Assoc 1 $121600 $127100 $125200 $122300 $136200 $121600 $126300 $125000 $121600 $124800BusEconEng FY Assoc 2 $122000 $137600 $126500 $124100 $141800 $123800 $129200 $124100 $123700 $129200BusEconEng FY Assoc 3 $129200 $138700 $135100 $131300 $146100 $131800 $132300 $132200 $130100 $133000BusEconEng FY Assoc 4 $130300 $140000 $138700 $133700 $148000 $137300 $135400 $134800 $130300 $133800BusEconEng FY Assoc 5 $131100 $141300 $142300 $132200 $144700 $132100 $142000 $142100 $135400 $133100BusEconEng FY Prof 1 $139100 $155800 $151300 $133800 $154700 $139100 $148600 $141800 $140100 $142500BusEconEng FY Prof 2 $142900 $162500 $153100 $141400 $159800 $141800 $151300 $142200 $141000 $145800BusEconEng FY Prof 3 $146600 $164700 $154900 $149200 $171200 $146600 $154000 $153300 $148500 $152500BusEconEng FY Prof 4 $155900 $167300 $167900 $164200 $175200 $155900 $168200 $156600 $158200 $158100BusEconEng FY Prof 5 $161000 $171000 $174100 $164000 $179000 $165900 $173700 $163400 $163400 $167300BusEconEng FY Prof 6 $168500 $182000 $183800 $172400 $192000 $176500 $178800 $171300 $169700 $172500BusEconEng FY Prof 7 $186400 $195200 $205300 $190100 $200100 $186400 $197300 $190200 $188600 $196600BusEconEng FY Prof 8 $191800 $199700 $209600 $194100 $208100 $195300 $200700 $192800 $196200 $199700BusEconEng FY Prof 9 $205600 $213700 $223000 $212800 $221500 $205600 $219200 $212700 $205600 $210300Diff btwn Step 8 amp 9 $13800 $14000 $13400 $18700 $13400 $10300 $18500 $19900 $9400 $10600

APPENDIX G

Note about Costing for Above Scale Faculty

Campuses vary in their practices for determining merit increases for Above Scale facultyIn an effort to include Above Scale faculty in this costing model the following approximation was used

In Year 2 if both steps 1 amp 2 of the costing model were followed the average percentage increase received by faculty at Professor Step 9 would be 48For both the Status quo and the new model (Step 2) merit process costing this percentage increase was used to simulate merit costs

Above Scale faculty may be reviewed for merit less frequently than every three years

The Status quo and modeled cost of merit increases for Above Scale increases in Years 2 and 3 would be

Campus Above Scale 13 of AS

Simulated Merit Cost for

13 of AS

Above Scale (incl

advancements from Yr 2)

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Berkeley 194 65 $585817 227 64 $585844Davis 68 23 $207150 94 23 $202413Irvine 60 20 $177877 76 21 $181726UCLA 195 65 $620589 224 65 $629996Merced 1 1 $7619 2 0 $0Riverside 44 15 $131065 58 16 $147924Santa Barbara 99 33 $290834 122 34 $290361Santa Cruz 34 11 $100798 42 9 $80345San Diego 126 42 $372181 150 41 $364615

Year 3Year 2

COMMITTEE ON FACULTY WELFARE

April 2 2012

To Mary Gauvain Chair

Riverside Division of the Academic Senate

From Irving Hendrick Chair

Committee on Faculty Welfare

Re Report of the Senate-Administration Taskforce on Faculty Salaries

Please be advised that the Committee on Faculty Welfare has read and considered the

above referenced report on faculty salaries While much can be said our report to you is

simple and direct We find the report to be thoughtful comprehensive well considered

and worthy of implementation Indeed given that we are well beyond the days when a

competitive salary scale combined with a merit based system of accelerated merit

increases and promotions produced an excellent faculty salary policy for the University

the Taskforcersquos recommendation likely is the best alternative available Our confidence

in this regard is enhanced by the fact that the recommended approach is being

implemented successfully on the Irvine campus albeit with some interruption in past

We offer only one caveat to our positive recommendation The administration must be

reasonably confident that financial resources will be present to sustain implementation of

the policy lest another blow be struck at faculty morale

COMMITTEE ON ACADEMIC PERSONNEL

April 2 2012

From Walter Clark Chair

Committee on Academic Personnel

CAP is concerned about increasing inequality between UC and its peers Individual

contributions to the pension system now diminish take-home pay and make us less

competitive with our peers There is no system-wide scale as a result of disparities

between campuses Retention offers donrsquot reward those who are loyal and they create

salary compression Some assistants here have higher salaries than associates Berkeley

has its own system and basically ignores the scale If we lose the scale wersquore no longer

UC We do not have deep pockets and large endowments to use in providing generous

off-scale salaries CAP endorses the report in that steps should be taken towards this model in order to

resolve the problem the way that UC Irvine has It is good to begin on individual

campuses and then to equalize between campuses in succeeding phases This will help to

reduce inequality within the campus and to maintain the step system

March 29 2012

TO Mary Gauvain Chair

Academic Senate FROM Kevin Esterling Chair

CHASS Executive Committee RE Response to the Joint Senate-Administration Faculty Salaries Task Force The CHASS Executive Committee discussed the Joint Senate-Administration Faculty Salaries Task Force Report at the regular meeting on March 28 2012 There were no objections and the committee endorses the report

Kevin Esterling Chair

UCR CHASS Executive Committee

April 6 2012 To Mary Gauvain Chair Riverside Division From Leonard Nunney Chair Committee on Research Re REPORT OF THE JOINT SENATE-ADMINISTRATION FACULTY

SALARIES TASK FORCE

The Committee on Research reviewed the Taskforce report on Long-Term Faculty Salaries The re-establishment of competitive salaries for UC faculty is clearly essential for attracting and retaining world class researchers

The Taskforce makes the obvious point that current faculty salaries are inadequate noting that the Comparative 8 Peer Institutions (Comp8) have salaries that are 128 higher Its goal of increasing overall salary levels in an equitable way is of course laudable The Taskforce proposes that this should be done in two steps (1) by setting the systemwide salary for each rankstep to the median of the campus averages and (2) that the salary of faculty getting a regular advancement be set at or above the average of their campus The justification is that by step (1) the salary scale will take account of hiring and retention actions across the system and by step (2) faculty can remain on par with their peers at their campus while allowing the campuses to reflect ldquolocal market conditions and resourcesrdquo However we are concerned that the potential effects of this approach have not been fully evaluated in the Report and we strongly recommend that more clarity be provided particularly with respect to the possibility that this approach will lead to a situation where (a) the Comp8 salaries will no longer be used as a reference and (b) consistent campus salary differences become the norm

We find that the decision of the Taskforce to recommend against a simple adjustment of scales towards Comp8 level is not well justified in the Report The Taskforce may have had very good reasons for making this decision but they are not presented It seems to us critical that the report should include an analysis of what is wrong with continuing the current policy of measuring UC faculty salaries relative to the Comp 8 In this context we note that regardless of the scheme recommended the

available funds are the same regardless of the solution so no proposal has a fiscal advantage

The Taskforce suggests that tying the salary scale to ongoing faculty hiring and retention (step 1) will result in a salary scale that more accurately reflects competitive salaries This may be true although it is also true that a similar result would be achieved if salary levels were at the Comp8 level Moreover step 1 has some potential problems that should be considered In particular while this mechanism may work fairly well at the Assistant Professor level (where most of the hires are made) the numbers of hires made at more senior levels is relatively small and many (perhaps most) retention packages involve changes in the level of appointment rather than just a salary increase But even at the Assistant Professor level it appears that the step 1 procedure has the potential to increase the influence of the Administration in setting the salary scale via their role in recruitment negotiations This may or may not be a good thing but it seems important to outline and consider all of the potential consequences of moving away from a simple Comp8-based system (assuming that this is indeed the intent)

In summary we find that while the Taskforce has made an interesting proposal to correct the current inadequacy of Faculty salaries it is not clear that it inevitably improves the situation more effectively than a simple increment towards the Comp8 salary levels The advantages and disadvantages of the new proposal relative to using the Comp8 still need to be clearly delimited We are concerned that setting salaries based primarily on hiring and retention (step 1) has potential problems especially at the tenured ranks and that the proposal will lead (in step 2) to the establishment of salary differences among the campuses an outcome that represents a fundamental shift in University policy

April 3 2012 TO MARY GAUVAIN CHAIR RIVERSIDE DIVISION FR MICHAEL J OROSCO CHAIR COMMITTEE ON DIVERSITY AND EQUAL OPPORTUNITY RE Senate-Administration Faculty Salaries Task Force The committee met on March 14 2012 to discuss the report of the joint Senate-Administration Faculty Salaries Task Force The committee recognizes the task forcersquos recommendations needed to maintain university competitiveness in general faculty compensation However at this point it is difficult for the committee to determine how this will impact the universityrsquos commitment on diversity and equal opportunity Further information is needed in understanding how improving faculty salaries impact this construct

April 4 2012 TO MARY GAUVAIN CHAIR

RIVERSIDE DIVISION FM UMAR MOHIDEEN CHAIR

PLANNING AND BUDGET RE Systemwide review of the report of the joint Senate-Administration

Task Force on Faculty Salaries

The committee on Planning and Budget (CPB) discussed the report of the joint Senate Administration Task Force on Salaries The committee would prefer a systemwide revision to the salary scale to make it competitive with our comparison institutions However the committee understands that this might not be possible in the near term due to the current difficult budget and related political climate So the committee cautiously supports this as providing some measure of limited redress to the imbalances in the salary scale There is concern that even this partial adjustment will not be uniform given that only a fraction of the faculty are up for merit each year and the scales for different disciplines are vastly different CPB acknowledges that this by no means solves the problems of disparity but it isa welcome first step

From Rami Zwick [mailtoramizucredu] Sent Tuesday April 03 2012 413 PM To Sellyna Ehlers Cc Rami Zwick Subject Re FW Review request--Faculty Salaries Task Force Report--DUE APRIL 19 2012 Dear Sellyna SoBA EC studied the document but we have hard time understanding the actual proposed detail and implications Given the state of ignorance we have decided not to comment on the document All the best Rami Sellyna Ehlers wrote gt FYI ndash please send me your responses gt gt Thanks gt gt S gt gt FromSellyna Ehlers gt Sent Friday March 02 2012 237 PM gt To waltercucredu Umar Mohideen Irven Rocher gt Cc Cynthia Palmer gt Subject Review request--Faculty Salaries Task Force Report--DUE gt APRIL 19 2012 gt Importance High gt gt Dear All gt gt Attached please find a request for systemwide review of the report of gt the joint Senate-Administration Task Force on Faculty Salaries gt gt Please submit your response by April 2 2012 gt gt Thanks gt gt Sellyna gt gt Description Description gt httpusi1yimgcomusyimgcomimesgtsmileys240gifSellyna gt Ehlers gt

gt Executive Director gt gt Academic Senate gt gt University of California gt gt Riverside CA 92521 gt gt Tel 951-827-2544 gt gt Fax 951-827-5545 gt gt Email mailtosellynaehlersucredu gt gt senateucredu gt gt Above all remember that the most important thing you can take gt anywhere is not a Gucci bag or French-cut jeansIts an open mind gt - Gail Rubin Bereny gt

From David Parker [mailtodparkerucredu] Sent Tuesday March 13 2012 150 PM To Mary Gauvain Cc Sellyna Ehlers Subject Re Review request--Faculty Salaries Task Force Report I dont have any substantive comments on the report The proposed actions seem fair but expensive My Executive Committee does not meet until after the deadline so I was not able to bring this to their attention Dave On 382012 1122 AM Sellyna Ehlers wrote Dear All I am sending a revised letter regarding the above report We want to have a much wider review Please note that the due date has changed to April 2 2012 Thanks S From Sellyna Ehlers Sent Friday March 02 2012 237 PM To waltercucredu Umar Mohideen Irven Rocher Cc Cynthia Palmer Subject Review request--Faculty Salaries Task Force Report--DUE APRIL 19 2012 Importance High Dear All Attached please find a request for systemwide review of the report of the joint Senate-Administration Task Force on Faculty Salaries Please submit your response by April 2 2012 Thanks Sellyna

Sellyna Ehlers Executive Director Academic Senate University of California

Riverside CA 92521 Tel 951-827-2544 Fax 951-827-5545 Email mailtosellynaehlersucredu senateucredu Above all remember that the most important thing you can take anywhere is not a Gucci bag or French-cut jeansIts an open mind - Gail Rubin Bereny

-- David R Parker Chair of the Faculty College of Natural and Agricultural Sciences Professor Department of Environmental Sciences University of California Riverside CA 92521 voice 951-827-5126 fax 951-827-3993

COMMITTEE ON RULES AND JURISDICTION

February 29 2012

Academic Senate

From Kambiz Vafai Chair

Committee on Rules and Jurisdiction

Re Procedures for Amending Divisional BylawsProgramsCurricula

R amp J has reviewed the procedures for amending divisional bylawsprogramscurricula

and determines the processes are consistent with the code of the Academic Senate

Procedures for Amending Divisional BylawsProgramsCurricula

The following is a general outline of the process for changing Divisional bylaws and regulations

The following is a general outline of the process for changing College bylaws and regulations

Proposal received in Senate Office

Rules and Jurisdiction Executive

Council

Division

Relevant Committees

College Bylaws - Proposal approved by College Executive Committee

College Faculty

Proposal submitted to Senate Office Division

Rules and Jurisdiction

Reported to the Division

College Regulations - Proposal approved by

College Executive Committee

Educational Policy

College Faculty

Divisional Bylaws

Procedures for amending Divisional Bylaws

The relevant committee (or an individual) drafts a proposal for new or amended language for the Bylaws or Regulations The proposal must include

bull A justification or rationale for the proposed change including a statement of its purpose and describing the important changes which it would make to existing practice

bull The proposed language In the case of an amendment the existing legislation should be included with proposed deletions indicated by strikeout type and proposed additions underlined The proposal should then be routed as follows bull Senate OfficeDivisional Chair (EC if necessary)

bull Rules and Jurisdiction

bull Other Senate Committees as needed

bull Divisional Senate ndash for divisional vote

Procedures for amending Divisional Regulations

bull Educational Policy

College Bylaws

Procedures for amending College Bylaws

The College Executive Committee drafts a proposal for new or amended language for the Bylaws The proposal must include

bull The proposed language In the case of an amendment the existing legislation should be included with proposed deletions indicated by strikeout type and proposed additions underlined The proposal should then be routed as follows bull College Executive Committee

bull Senate OfficeDivisional Chair

bull College Faculty

bull Reported to the Division

Procedures for amending College Regulations

bull The proposed language In the case of an amendment the existing legislation should be included with proposed deletions indicated by strikeout type and proposed additions underlined The proposal should then be routed as follows bull Executive Committee

Below are outlines of the process of creating or making changes to Undergraduate Program Minor Major or Curriculum

Procedures for changing requirements in majorsminors and curriculum

A change in a curriculum is normally initiated by the department or committee that sponsors the curriculum All changes in majorsminors and curriculum must be approved by the Executive Committee of the CollegeSchool The proposals are then forwarded to the Committee on Educational Policy for review CEP determines whether the matter will be placed before the Senate for final approval or not

Full Guidelines for approval of Proposed Changes in Undergraduate Programs and Establishment of New Undergraduate Academic Programs is available at httpsenateucreduaboutpoliciesGuidelines20for20Approval20of20Proposed20Changes20to20Undergraduate20Programspdf

All majorminor change actions must be submitted in accord with the attached sample form in (Word formats)

The full and customary routing procedure will be

bull College Executive CommitteeCollege Faculty (as appropriate) bull Undergraduate Admissions (if it affects Admissions) bull Educational Policy bull Division (if necessary)

Procedures for New Undergraduate Programs or degrees

All actions involving undergraduate degree programs are carried out on each campus (except for programs with unique titles) The preparation of new undergraduate programs should be initiated by the interested faculty members in a department in consultation with the College Dean Full Guidelines for approval of Proposed Changes in Undergraduate Programs and Establishment of New Undergraduate Academic Programs is available at httpsenateucreduaboutpoliciesGuidelines20for20establishment20of20new20undergraduate20programspdf The proposal is initiated by interested faculty and should then be routed as follows

bull Department or Program Planning Committee develops and votes on proposal bull The College Executive Committee review and approve bull Faculty of the College vote on proposal (where appropriate ndash please see CollegeSchool bylaws) bull Proposal is submitted to Senate OfficeDivisional Chair bull Divisional Chair routes to CEP bull Committee on Educational Policy consults with relevant Senate Committee (PampB GC Library) bull Approved proposal is sent to Divisional Senate for approval

Division Chair transmits CEPrsquos approval to relevant parties

Below are outlines of the process of creating or making changes to Graduate Program Degrees

Procedures for New Graduate Programs or degrees

The preparation of new graduate programs should be initiated by the interested faculty members in consultation with the College Dean and Graduate Dean The proposal should then be routed as follows

bull Senate OfficeDivisional Chair (EC if necessary)

bull Graduate Dean

bull Planning and Budget Committee

bull Library Committee

bull Graduate Council

bull CCGA

Procedures for Changes in Graduate Programs or degrees

Changes in graduate programsdegrees should be initiated by the interested faculty members in consultation with the ChairDirector of the Graduate Program The changes should be sent to the Senate and routed as follows

bull Graduate Dean

bull Divisional Senate (Reported)

EC-04-09-2012- Agenda

Item

Enclosures

EC-02-27-2012 Minutes

EXECUTIVE COUNCIL MEETING

MINUTES

FEBRUARY 27 2012

aGENDA

The agenda and minutes were approved as written

Announcements by the Chair

Proposed Namings

The Executive Council approved the two proposed Namings as indicated below

GSOE Bylaw Change Received by the Executive Council as written

Sellyna Ehlers

Executive Director

Systemwide items for review - 10-18-10

Sheet1

FacSalariesTFrpt_review request

TF memo FINAL - Feb 3 2012pdf

APPENDICES 2-2-2012pdf

APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F

Note abt Off and Above Scale

11-12 Report of the Senate-Administration Taskforce on Faculty Salaries

CAP to Senate Report of the Senate-Administration Taskforce on Faculty Salaries

CHASS Faculty Salary Task Force Response

CODEO Senate-Administration Faculty Salaries Task Force

PampB UM-MG-joint senate administration report on salaries

zwick response -Faculty Salaries Task Force Report

parker response -Faculty Salaries Task Force Reportdoc

From David Parker 0TU[mailtodparkerucredu]U0T Sent Tuesday March 13 2012 150 PM To Mary Gauvain Cc Sellyna Ehlers Subject Re Review request--Faculty Salaries Task Force Report

From Sellyna Ehlers Sent Friday March 02 2012 237 PM To 0TUwaltercucreduU0T Umar Mohideen Irven Rocher Cc Cynthia Palmer Subject Review request--Faculty Salaries Task Force Report--DUE APRIL 19 2012 Importance High

Review of procedures for amending divisional bylawsprogramscurricula

Steps for changing bylaws and regulations

Item Enclosures

Information 110 ndash 115 Information 115 ndash 130 Discussion 130 ndash 150 Discussion 150 ndash 200 Discussion 200 ndash 300

I II III IV V

Approval of the agenda for April 9 2012 and minutes for February 27 2012 ANNOUNCEMENTS BY CHAIR GAUVAIN

bull Items for review from Systemwide REPORT OF THE SENATE ADMINISTRATION TASKFORCE ON FACULTY SALARIES Review reports from various committees and formulate a response PROCEDURES FOR AMENDING DIVISIONAL BYLAWSPROGRAMSCURRICULA RampJ has verified that these procedures are consistent with the Code of the Academic Senate and are now provided to the EC for information and comment UPDATES FROM COMMIITTEE CHAIRS

1 (pp 1- 6)

2 (pp 7)

3 (pp 8 - 48)

4 (pp 49 - 54)

FEBRUARY 27 2012

Division Due Date

Systemwide Due Date

updated 040512

February 24 2012

Sincerely

Encl (1)

Committee analysts

February 3 2012

0 10 20 30 40 50 60 70 80 90

61 64 61 64 64 66 63 72 72

0 10 20 30 40 50 60 70 80 90

$9523 $13891

$16687

$12717 $12810 $15166

$16579

$11420

$20168

$47140

$84171

$12707

$29280

$20547

$10000

$20000

$30000

$40000

$50000

$60000

$70000

$80000

$90000

$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













FEBRUARY 27 2012

Division Due Date

Systemwide Due Date

updated 040512

February 24 2012

Sincerely

Encl (1)

Committee analysts

February 3 2012

0 10 20 30 40 50 60 70 80 90

61 64 61 64 64 66 63 72 72

0 10 20 30 40 50 60 70 80 90

$9523 $13891

$16687

$12717 $12810 $15166

$16579

$11420

$20168

$47140

$84171

$12707

$29280

$20547

$10000

$20000

$30000

$40000

$50000

$60000

$70000

$80000

$90000

$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













Division Due Date

Systemwide Due Date

updated 040512

February 24 2012

Sincerely

Encl (1)

Committee analysts

February 3 2012

0 10 20 30 40 50 60 70 80 90

61 64 61 64 64 66 63 72 72

0 10 20 30 40 50 60 70 80 90

$9523 $13891

$16687

$12717 $12810 $15166

$16579

$11420

$20168

$47140

$84171

$12707

$29280

$20547

$10000

$20000

$30000

$40000

$50000

$60000

$70000

$80000

$90000

$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













Division Due Date

Systemwide Due Date

updated 040512

February 24 2012

Sincerely

Encl (1)

Committee analysts

February 3 2012

0 10 20 30 40 50 60 70 80 90

61 64 61 64 64 66 63 72 72

0 10 20 30 40 50 60 70 80 90

$9523 $13891

$16687

$12717 $12810 $15166

$16579

$11420

$20168

$47140

$84171

$12707

$29280

$20547

$10000

$20000

$30000

$40000

$50000

$60000

$70000

$80000

$90000

$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













Division Due Date

Systemwide Due Date

updated 040512

February 24 2012

Sincerely

Encl (1)

Committee analysts

February 3 2012

0 10 20 30 40 50 60 70 80 90

61 64 61 64 64 66 63 72 72

0 10 20 30 40 50 60 70 80 90

$9523 $13891

$16687

$12717 $12810 $15166

$16579

$11420

$20168

$47140

$84171

$12707

$29280

$20547

$10000

$20000

$30000

$40000

$50000

$60000

$70000

$80000

$90000

$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













Division Due Date

Systemwide Due Date

updated 040512

February 24 2012

Sincerely

Encl (1)

Committee analysts

February 3 2012

0 10 20 30 40 50 60 70 80 90

61 64 61 64 64 66 63 72 72

0 10 20 30 40 50 60 70 80 90

$9523 $13891

$16687

$12717 $12810 $15166

$16579

$11420

$20168

$47140

$84171

$12707

$29280

$20547

$10000

$20000

$30000

$40000

$50000

$60000

$70000

$80000

$90000

$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













February 24 2012

Sincerely

Encl (1)

Committee analysts

February 3 2012

0 10 20 30 40 50 60 70 80 90

61 64 61 64 64 66 63 72 72

0 10 20 30 40 50 60 70 80 90

$9523 $13891

$16687

$12717 $12810 $15166

$16579

$11420

$20168

$47140

$84171

$12707

$29280

$20547

$10000

$20000

$30000

$40000

$50000

$60000

$70000

$80000

$90000

$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













February 3 2012

0 10 20 30 40 50 60 70 80 90

61 64 61 64 64 66 63 72 72

0 10 20 30 40 50 60 70 80 90

$9523 $13891

$16687

$12717 $12810 $15166

$16579

$11420

$20168

$47140

$84171

$12707

$29280

$20547

$10000

$20000

$30000

$40000

$50000

$60000

$70000

$80000

$90000

$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













February 3 2012

0 10 20 30 40 50 60 70 80 90

61 64 61 64 64 66 63 72 72

0 10 20 30 40 50 60 70 80 90

$9523 $13891

$16687

$12717 $12810 $15166

$16579

$11420

$20168

$47140

$84171

$12707

$29280

$20547

$10000

$20000

$30000

$40000

$50000

$60000

$70000

$80000

$90000

$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













0 10 20 30 40 50 60 70 80 90

61 64 61 64 64 66 63 72 72

0 10 20 30 40 50 60 70 80 90

$9523 $13891

$16687

$12717 $12810 $15166

$16579

$11420

$20168

$47140

$84171

$12707

$29280

$20547

$10000

$20000

$30000

$40000

$50000

$60000

$70000

$80000

$90000

$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













0 10 20 30 40 50 60 70 80 90

61 64 61 64 64 66 63 72 72

0 10 20 30 40 50 60 70 80 90

$9523 $13891

$16687

$12717 $12810 $15166

$16579

$11420

$20168

$47140

$84171

$12707

$29280

$20547

$10000

$20000

$30000

$40000

$50000

$60000

$70000

$80000

$90000

$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













0 10 20 30 40 50 60 70 80 90

61 64 61 64 64 66 63 72 72

0 10 20 30 40 50 60 70 80 90

$9523 $13891

$16687

$12717 $12810 $15166

$16579

$11420

$20168

$47140

$84171

$12707

$29280

$20547

$10000

$20000

$30000

$40000

$50000

$60000

$70000

$80000

$90000

$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













0 10 20 30 40 50 60 70 80 90

61 64 61 64 64 66 63 72 72

0 10 20 30 40 50 60 70 80 90

$9523 $13891

$16687

$12717 $12810 $15166

$16579

$11420

$20168

$47140

$84171

$12707

$29280

$20547

$10000

$20000

$30000

$40000

$50000

$60000

$70000

$80000

$90000

$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













0 10 20 30 40 50 60 70 80 90

61 64 61 64 64 66 63 72 72

0 10 20 30 40 50 60 70 80 90

$9523 $13891

$16687

$12717 $12810 $15166

$16579

$11420

$20168

$47140

$84171

$12707

$29280

$20547

$10000

$20000

$30000

$40000

$50000

$60000

$70000

$80000

$90000

$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













$9523 $13891

$16687

$12717 $12810 $15166

$16579

$11420

$20168

$47140

$84171

$12707

$29280

$20547

$10000

$20000

$30000

$40000

$50000

$60000

$70000

$80000

$90000

$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













$23627

$13483 $16674

$32119

$9936 $13125

$17815

$11885

$10000

$15000

$20000

$25000

$30000

$35000

Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













Current Base

Salary

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

New Salary Year 2

A UCD Associate

B UCD Associate

C UCI Professor

IV $99300 On-Scale $99300 N $8300 na na $107600

D UCI Professor

IV $99300

$3000 Off-Scale

$102300 N $5300 na $0 $107600

E UCI Professor

IV $99300

$3000 Off-Scale

$102300 Y $5300 $12000 $0 $119600

F UCI Professor

IV $99300

$10000 Off-Scale

$109300 Y $0 $103009 $1700 $121300

amp APU XX

On or Off-Scale

Approv-ed for Merit

Step 1 Increment

Step 2 Increment

New Off-Scale

$101100 On-scale $101100 N $16500 na na $117600

$101100 On-Scale $101100 Y $16500 $2900 na $120500

$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













$30M na

Year 2 (FY13)

$46583486 51 increase

Year 3 (FY14)

$51184324 53 increase

TOTAL (FY12-FY14)

$12776781012

Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













Salaries

Comparator

CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













CAMPUSTotal

Salaries

Comparator

APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













APPENDIX G

13 of AS

Above Scale (incl

of AS up for merit

13 of ASUC System 821 274 $2488851 995 273 $2483224

Year 3Year 2

April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













April 2 2012

March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













March 29 2012

SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













SALARIES TASK FORCE

February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













February 29 2012

Academic Senate

Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













Council

Division

Relevant Committees

College Faculty

Educational Policy

College Faculty

Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













Divisional Bylaws

College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













College Bylaws

bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













bull Graduate Dean

bull CCGA

bull Graduate Dean

EC-04-09-2012- Agenda

Item

Enclosures



MINUTES

FEBRUARY 27 2012

aGENDA



Proposed Namings



Sellyna Ehlers

Executive Director


Sheet1




APPENDIX A

APPENDIX B

APPENDIX C

APPENDIX D

APPENDIX E

APPENDIX F













Documents

April 5, 2012 Kevin Esterling (Political Science), CHASS ...senate.ucr.edu/committee/1/agendas/EC_agenda_4-9-12.pdf · Kevin Esterling (Political Science), CHASS Executive Committee