Upcoming UC Meetings


Wish you could get your UC on, but class hasn’t started yet (except for Berkeley and Merced students – congrats on your first week of school!)?

The University of California has two upcoming public meetings that you all should check out!  Both are next Tuesday, the 31st,  The Commission on the Future from 10-2pm at UCSF Mission Bay, and the Audit and Compliance Committee of the Regents, 3PM-5PM at the UCOP Office Building.

The Commission on the Future will be reviewing the first round and second round recommendations, and deciding which ones to pass onto the Regents.  Recommendations include Differential Tuition by Campus, Out of State Student Enrollment, and adjusting Undergraduate and Graduate Enrollment rates.  A lot of controversial proposals, and definitely something to check out if you’re in the area (or online).  Check out the Agenda and meeting materials here: http://ucfuture.universityofcalifornia.edu/documents/meeting_materials_aug2010.pdf

The Audit and Compliance Committee meeting will be talking mostly about technology and security compliance and the PriceWaterhouseCooper audit of UC payroll costs. http://www.universityofcalifornia.edu/regents/regmeet/aug10/audit.pdf

Hope to see you there!

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2 responses to “Upcoming UC Meetings

  1. Public reeling from $3,000,000 consultant fee when work can be done equally well by the ethical world class UC Berkeley faculty and staff. Slash the contract & save UC Berkeley the three million $ fee. Sorry Tale of UC Berkeley Chancellor’s Office: easily grasped by the public, lost on University of California’s President Yudoff. The UC Berkley budget gap has grown to $150 million, & still the Chancellor is spending money that isn’t there on $3,000,000 consultants. His reasons range from the need for impartiality to requiring the consultants “thinking, expertise, & new knowledge”.
    Does this mean that the faculty & management of UC Berkeley – flagship campus of the greatest public system of higher education in the world – lack the knowledge, integrity, impartiality, innovation, skills to come up with solutions? Have they been fudging their research for years? The consultants will glean their recommendations from faculty interviews & the senior management that hired them; yet $ 150 million of inefficiencies and solutions could be found internally if the Chancellor & Provost Breslauer were doing the work of their jobs (This simple point is lost on UC’s leadership).
    The victims of this folly are Faculty and Students. $ 3 million consultant fees would be far better spent on students & faculty.
    There can be only one conclusion as to why inefficiencies & solutions have not been forthcoming from faculty & staff: Chancellor Birgeneau has lost credibility & the trust of the faculty & Academic Senate leadership (C. Kutz, F. Doyle). Even if the faculty agrees with the consultants’ recommendations – disagreeing might put their jobs in jeopardy – the underlying problem of lost credibility & trust will remain. (Context: greatest recession in modern times)

  2. UC Berkeley Operational Excellence (OE) initiative sponsored by Chancellor Birgeneau and Provost Breslauer leaves loyal Cal employees, staff, faculty reeling. and public universities are into a phase of creative disassembly where reinvention and adjustments are constant. Even solid world class institutions like the University of California Berkeley under the leadership of Chancellor Birgeneau & Provost Breslauer are firing staff, faculty and part-time lecturers through “Operation Excellence (OE)”. Yet many employees, professionals and faculty cling to old assumptions about one of the most critical relationship of all: the implied, unwritten contract between employer and employee.
    Until recently, loyalty was the cornerstone of that relationship. Employers promised work security and a steady progress up the hierarchy in return for employees fitting in, accepting lower wages, performing in prescribed ways and sticking around. Longevity was a sign of employer-employee relations; turnover was a sign of dysfunction. None of these assumptions apply today. Organizations can no longer guarantee employment and lifetime careers, even if they want to. UC Berkeley senior management paralyzed themselves with an attachment to “success brings success’ rather than “success brings failure’ and are now forced to break the implied contract with employees – a contract nurtured by management that the future can be controlled.
    Jettisoned Cal employees are finding that the hard won knowledge, skills and capabilities earned while being loyal are no longer valuable in the employment market place.
    What kind of a contract can employers and employees make with each other? The central idea is both simple and powerful: the job or position is a shared situation. Employers and employees face market and financial conditions together, and the longevity of the partnership depends on how well the for-profit or not-for-profit continues to meet the needs of customers and constituencies. Neither employer nor employee has a future obligation to the other. Organizations train people. Employees develop the kind of security they really need – skills, knowledge and capabilities that enhance future employability.
    The partnership can be dissolved without either party considering the other a traitor.
    Employee, faculty, staff loyalty to Chancellor & Provost died with the implementation of the OE initiative.

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