The University of California employs approximately 135,000 full-time-equivalent (FTE) faculty and staff across 10 campuses and five medical centers. New hirings, resignations, promotions, transfers to new duties and the like occur frequently across the system. Total systemwide salaries are reported annually to the UC Board of Regents as a group and posted at http://www.universityofcalifornia.edu/news/compensation/reports.html.
UC policy for salary and appointments of Senior Management Group (SMG) positions requires that compensation be reviewed and approved by the regents. Salary and appointments of non-SMG, non-academic employees whose total compensation is higher than $214,000 and whose actions are approved by campuses or other UC locations must be reported to the regents in the next bi-monthly report following approval of the action.
The following appointments and compensation were approved by the UC Board of Regents today (May 20):

UC CAMPUSES, OFFICE OF THE PRESIDENT, LABORATORIES

UC San Francisco Campus

Barbara J. French, Vice Chancellor-Strategic Communications and University Relations. UCSF requested approval for a title change from Associate Vice Chancellor-University Relations to Vice Chancellor-Strategic Communications and University Relations. There is no salary increase, though this action includes a change in personnel program from Management and Senior Professional (MSP) to the Senior Management Group (SMG), effective upon regental approval. The breadth of scope of French's responsibilities has expanded significantly due to the elimination of the position of Senior Vice Chancellor-University Advancement and Planning, to whom she formerly reported. With the elimination of this position and related reorganization, UCSF expects to save approximately $500,000 annually. In this new role French now reports directly to the chancellor and has become the UCSF leader with full responsibility for comprehensive, integrated campus and medical center strategic communications, advocacy, and government and community relations. Strengthening UCSF's strategic communication and advocacy efforts is one of the chancellor's top priorities. Accordingly, French assumes additional leadership responsibilities and is expected to drive public awareness initiatives aimed at keeping all stakeholders informed. After an examination of external market data and comparator positions across the university system, the campus determined that French's current annual base salary of $251,900 reflects an appropriate alignment in consideration of the responsibilities assigned to the position, while reflecting classification in the Senior Management Group, which qualifies her for a 5 percent monthly contribution to the Senior Management Supplemental Benefit program ($12,595 a year). Her salary is subject to the furlough plan, with a 10 percent reduction in effect from Sept. 1, 2009, through Aug. 31, 2010. The position remains slotted at SLCG grade 108. The base salary for this position is funded through state funds.

Eric Vermillion, Associate Vice Chancellor-Finance. As the result of a reorganization of Financial and Administrative Services (FAS), three departments (Planning, Real Estate and Capital Projects) formerly managed by two separate senior vice chancellors now report directly to Senior Vice Chancellor John Plotts, in addition to three other direct reports (Human Resources, Program Management Office and Police Department) formerly reporting to the Associate Vice Chancellor-Administration. In addition, a new Sustainability position will report to Plotts. While these organizational changes have been implemented, the reporting relationship of the Controller's Office continues to be assigned to Associate Vice Chancellor-Finance Eric Vermillion, who currently is serving in this role as approved by the regents on July 17, 2008, with a subsequent approval in May 2009 for an extension through May 31, 2010. Vermillion serves at an annual stipend of $20,813 in addition to his $277,500 base salary, which is subject to a 10 percent reduction under the furlough plan in effect from Sept. 1, 2009, through Aug. 31, 2010. Final organizational placement of the Controller's Office remains under consideration. UCSF requested approval of a term appointment effective June 1, 2010, through June 30, 2011, or until a permanent organizational structure is implemented, whichever occurs first, with current annual compensation continuing. The base salary of $277,500 is near the midpoint ($274,300) of salary for the position's grade level of 109. The terms and conditions, including compensation, of Vermillion's temporary assignment remain unchanged; this is merely an extension of time to accommodate the restructuring. The base salary for this position and stipend are funded through non-state funds.

(Questions may be directed to UCSF News Services; phone: 415-476-2557.)

UC Office of the President

Susan Carlson, Vice Provost-Academic Personnel. Successfully attracting and retaining quality faculty and other academic talent is one of the university's most important needs, and the effective management of academic personnel policies and programs plays a critical role in meeting that need. For more than a year, the UC Office of the President has been without a permanent academic personnel leader. As the university contemplates how best to maintain and improve the quality of its academic programs, it is critical that UC has quality leadership overseeing its academic personnel programs. Accordingly, approval was requested for the appointment of Susan Carlson as Vice Provost-Academic Personnel, effective upon regental approval (pending suitable transition notice to her current institution). The Vice Provost-Academic Personnel provides oversight for the processes that establish academic personnel policies, including academic appointments, promotions, appraisals and faculty salary structures. Carlson will be responsible for maintaining the overall academic personnel standards of the entire university and will directly influence the quality of UC faculty. This position is considered one of the most vital and important in the Provost's Office. Accordingly, Carlson will report directly to the Provost and Executive Vice President-Academic Affairs. After an extensive national search, Carlson was selected as the top candidate. She currently is the associate provost for faculty advancement and diversity at Iowa State University, and professor, Department of English. While at Iowa State, Carlson was responsible for all faculty personnel matters, including promotion and tenure, recruitment and retention, and academic personnel policy. In addition, she led the Iowa State University ADVANCE Program focused on women faculty in STEM (science, technology, engineering and mathematics) fields. Carlson also has been active in developing new diversity initiatives for her campus. The requested base salary of $250,000 is 0.8 percent above the market median of $248,100, and subject to the salary reduction and furlough plan, effective Sept. 1, 2009 through Aug. 31, 2010, with a 10 percent base salary reduction. A relocation allowance of $62,500 (25 percent of the base salary) will be provided, subject to certain conditions. In addition to 90 days of temporary living assistance up to $4,000 a month and reimbursement of moving-related expenses, she is eligible for participation in the University Home Loan Program. This position is funded 100 percent by state funds.

(Questions may be directed to UCOP Media Relations; phone: 510-987-9200.)

Lawrence Berkeley National Laboratory

Donald J. DePaolo, Acting Associate Laboratory Director. Laboratory Director Alivisatos requested approval to appoint Donald J. DePaolo as acting associate laboratory director to be effective June 1, 2010 for a 12-month period to help fill the void resulting from the departure of Associate Laboratory Director Majumdar after he was nominated by President Barack Obama to be the first director of the U.S Department of Energy's Advanced Research Projects Agency - Energy (ARPA-E). Reporting directly to the laboratory director, the acting associate laboratory director is one of several key leadership positions on the management team at the lab. The wide-ranging responsibilities for this position include: coordinating activity across organizational lines at the laboratory in spearheading new, large-scale scientific initiatives; assisting the laboratory director and deputy director in strategic planning exercises; serving as an exemplar of the laboratory's culture of excellence in safety and in science; facilitating multidisciplinary collaboration within the laboratory and across the broader research community; helping to raise the public profile of Berkeley Lab and the Department of Energy's National Laboratory system; and representing the laboratory before senior program officials in the Department of Energy's Office of Science. Because of the significant additional duties DePaolo has assumed as the Scientific Division Director-Faculty, Earth Sciences Division and now as the acting associate laboratory director, the laboratory is requested an administrative stipend totaling 21.1 percent ($55,420) of his annualized faculty base salary, resulting in total cash compensation of $318,220. Since the total stipend exceeds the 15 percent maximum permitted by laboratory policy, this is an exception to policy. This position is paid from funds derived from the federal Department of Energy contract and lab management fees.

(Questions may be directed to Chris Harrington in the University of California's Washington, D.C., office; phone: 202-974-6314.)

UC HEALTH SCIENCES

UC San Diego Medical Center and Health Sciences

Edward Babakanian, Chief Information Officer. As part of a comprehensive restructuring and streamlining initiative, UC San Diego Health Sciences is consolidating a number of administrative functions, including financial administration, strategic planning, and human resources. The restructuring includes UCSD's School of Medicine, Skaggs School of Pharmacy and Pharmaceutical Sciences, Medical Center, Medical Group and other professional departments. The goals of the restructuring are to reduce costs and bureaucracy, and create a more streamlined, efficient and integrated health sciences operation. The restructuring includes consolidating the chief information officer functions at the UCSD Medical Center and the Health Sciences (CIO-HS) to provide oversight across all Health Sciences operations. Edward Babakanian was recommended for the position. He has worked at UC since 1994, and has served as chief information officer for the UCSD Medical Center since 1996. With this restructuring, the CIO position for the Medical Center will be eliminated. Based on the market data and inter-campus comparisons, it is proposed that the position be slotted on an interim basis at SLCG 110. The requested base salary of $312,600 is 1.8 percent above the midpoint of the SLCG grade 110 range ($307,200); 0.6 percent above the average annual salary of other SLCG 110 positions at UCSD ($310,550); 11.2 percent above the market median of $281,000, as taken from the CUPA-Administrative Compensation Survey (top 26 competitor institutions) and 3.5 percent below the School of Medicine market median of $324,000 as taken from the CUPA-Administrative Compensation Survey (comprised of 14 of the 26 competitor institutions with a School of Medicine); and 0.9 percent above the average base salary ($309,775) of Chief Information Officers at the other four UC medical centers. The salary is subject to a 10 percent reduction under the furlough plan in effect from Sept. 1, 2009, through Aug. 31, 2010. He is eligible for a performance-based target incentive of 15 percent of base pay as part of the Clinical Enterprise Management Recognition Plan. This position is funded 100 percent from non-state funds.

(Questions may be directed to UCSD Health Science Communications and Public Affairs; phone: 619-543-6163.)

INTERIM ACTIONS

The following appointments and compensation were approved by the chair of the Committee on Compensation and the UC President as interim actions, which arise between meetings and must be dealt with more quickly for a variety of reasons, then come to the board as informational items:

UCLA Campus

Cathy A. Sandeen, Dean-Continuing Education and University Extension, UCLA. Through publications, major presentations and grants, Cathy A. Sandeen, dean for Continuing Education and University Extension, is a highly visible, professional leader within the area of continuing education. In the past year the campus leadership has added duties of a significant nature to Sandeen's responsibilities. These include oversight of the Regional Advisory Board and Campus Advisory Board of UCLA TV; and leadership and coordination for UCLA's Downtown Los Angeles Satellite Office, which includes the Campus Downtown Council, the Downtown Leadership Roundtable and the Osher Lifelong Learning Institute at UCLA. In addition to providing service to diverse clients, UCLA Extension expanded its reach through these actions, providing more than 60 additional classes in downtown Los Angeles in August 2008. Effective Jan. 1, 2009, the reporting relationship of the Continuing Education of the Bar (CEB) was moved from the UC Office of the President to the Dean for Continuing Education and University Extension, Los Angeles campus, significantly increasing Sandeen's responsibilities and increasing the overall operating budget by over one-third; no additional remuneration was provided for these new responsibilities. Sandeen now is among the finalists under consideration for a college presidency on the East Coast, and her retention at UCLA is a key strategic objective. A salary increase of 15 percent ($27,800) was proposed. This salary increase will bring Sandeen's salary from $185,600 to $213,400, effective June 1, 2010. The salary is subject to a 10 percent reduction under the furlough program in effect from Sept. 1, 2009, through Aug. 31, 2010. In addition to supporting the objective of retaining Sandeen's fine leadership, this request also reflects significant additions to her responsibilities over the past two years for which she has received no remuneration, and leadership expectations commensurate with one of the nation's top providers of continuing education. With an enrollment of nearly 90,000 students and an annual operating budget of approximately $70 million, UCLA's Continuing Education and University Extension program is the largest of the UC programs and one of the nation's largest and most comprehensive providers of continuing education. The requested base salary of $213,400 is 9.32 percent above the SLCG grade 106 midpoint ($195,200); 6.7 percent above the average base salary of UCLA SLCG grade 106 comparators; and approximately 19.47 percent above the aged median market base salary ($178,629) of Deans for Continuing Education as taken from the CUPA-Administrative Compensation Survey. In addition to reflecting that UCLA's Extension program is one of the nation's largest and most comprehensive providers of adult education, the base salary increase reflects that the scope of Sandeen's position is significantly larger than typical deans, Continuing Education. For example, prior to assuming responsibility for the University of California's Continuing Education of the Bar (CEB), UCLA's University Extension had an annual budget of $43 million and approximately 290 staff FTE. Assumption of responsibilities in January 2009 for CEB added 190 FTE (34 percent) and an additional $24 million (44 percent) operating budget to Sandeen's purview at that time; currently the Dean is responsible overall for a $69 million operating budget and 435 FTE. Within the UC system, the UCLA operating budget and FTE managed are more than twice the size of comparator positions and reflect the breadth of program offerings. This position is funded by University Extension operating funds.

(Questions may be directed to UCLA Public Affairs; phone: 310-825-2585.)

UC San Diego Campus

Brian Schottlaender, University Librarian, UC San Diego. He recently was chosen to receive the American Library Association's 2010 Melvil Dewey Medal Award for his many accomplishments during a long and distinguished career in major research libraries. The award noted his excellence as a principal investigator in major research projects, as a leader in the profession and as a prolific presenter and author. He was also recently appointed to the Executive Committee of Hathi Trust, a major collaboration of the nation's largest academic libraries to create a vast digital repository. At the San Diego campus, he manages an operating budget of more than $33 million and is responsible for seven libraries with a total of 428,206 assigned square footage. The library collections' estimated value based on Risk Management's Unit Values for Insurance is $657,531,906. In addition, Schottlaender manages the UC San Diego campus website, requiring him to play a greater role in Internet-related activities than at most campuses. As a highly respected librarian whose capabilities are well known nationally, Schottlaender has been actively recruited and is now a finalist for the University Librarian position at a major East Coast private university. The campus believed it was vital to retain Schottlaender and therefore made this urgent request to provide a salary increase as an incentive to remain in his current position. There was strong support at this competitor institution for his candidacy where the salary potentially could be $300,000 or greater, based on Schottlaender's expertise and the salary of the previous incumbent. The former incumbent at the other institution also was provided an interest-free home loan and free health care, and it is the campuses' understanding that Schottlaender would be offered the same. Allowing the recruitment of Schottlaender to proceed at the other institution was not in the best interest of the San Diego campus. His interview at the other institution was scheduled in May. Schottlaender's performance as UL continues to be outstanding, as confirmed by a very positive five-year review of his performance in 2009. Retaining him is critical to the long-range goals of the UCSD Libraries. The consensus on the San Diego campus is that Schottlaender is a remarkable individual with the special talents and qualities needed to ensure that the UC San Diego library system ranks among the world's best libraries in the 21st century. His commitment to communication, diversity and fundraising is essential to the success of UC San Diego's library system. Based on an assessment of competitive market data and comparisons to other similar positions internally, the campus requested interim re-slotting from Senior Leadership Compensation Group (SLCG) grade 106 to 108 and a 15 percent salary increase of $31,200 for a new base salary of $239,200. Schottlaender agreed not to proceed with recruitment pending the outcome of this request. The requested salary of $239,200 - which would be reduced by 9 percent to $217,672 during participation in the salary reduction and furlough plan - is the minimum acceptable salary to retain him at UC San Diego. The salary of $239,200 is 2.3 percent below the midpoint of the proposed SLCG 108 range ($244,900); 10.5 percent below the market median ($267,150 as taken from CUPA-Administrative Survey); 0.4 percent below the average salary of others assigned to SLCG grade 108 at the San Diego campus; and 22.5 percent above the average salary of other UC University Librarians. He is eligible for participation in the Senior Management Supplemental Benefit Program at the rate of 5 percent and the Mortgage Origination Program. This position is funded 100 percent by state funds

(Questions may be directed to UC San Diego Public Affairs; phone: 858-534-3120 or 858-534-5952.)