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UNIVERSITY OF HAWAI'I BOARD OF REGENTS February 22, 2002 I. CALL TO ORDER The monthly meeting of the Board of Regents was called to order by Chairperson Allan K. Ikawa on Friday, February 22, 2002, at 8:30 a.m., in Building 2, Room 210, Honolulu Community College. Attendance Present were Regents Billy Bergin, Everett R. Dowling, Charles K. Kawakami, Bert A. Kobayashi, Duane K. Kurisu, Patricia Y. Lee, Ah Quon McElrath, Walter N. Nunokawa, Capsun M. Poe, Kathleen K.S.L. Thurston; President Evan S. Dobelle; Secretary of the Board David Iha; and Administrative Officer Carl H. Makino. Regent Sharon R. Weiner was excused.
Also present were Dr. Joyce Tsunoda, Senior Vice President
and Chancellor for Community Colleges; Mr. Walter S. Kirimitsu,
Senior Vice President and General Counsel; Mr. James R.W.
Sloane, Vice President for Administration and Chief Financial
Officer; Mr. Eugene Imai, Vice President for Administration; Dr.
Doris Ching, Vice President for Student Affairs; Dr. Colleen
Sathre, Vice President for Planning and Policy; Mr. John
Whittaker, Vice Chancellor for Administrative Affairs, UH-Hilo;
Dr. Karl Kim, Interim Vice Chancellor for Academic Affairs,
University of Hawai'i at Manoa; Dr. William A. Pearman,
Chancellor, UH-West O'ahu; Mr. Ramsey Pedersen, Provost,
Honolulu Community College; Ms. Helen Hamada, APT
Representative; and others.
Upon motion by Regent Bergin and second by Regent McElrath, the Board approved the minutes of its regular meeting held on January 18, 2002, as circulated.
RECOMMENDATIONS FOR ACTION AND GENERAL INFORMATION Amend Board of Regents' Policy on Administrative Unit for Classified Contracts Vice President Imai requested the Board approve an amendment to the Board of Regents' Policy on Administrative Unit for Classified Contracts to comply with the requirements of the National Industrial Security Program Operating Manual (NISPOM) for classified contracts awarded to the University. The purpose of the request was to change and/or update the position titles of the members of the University's Managerial Group as currently identified in Board policy. The proposed amendment is necessitated by recent changes in position titles and the need for expertise in the issues involving research that can be met with the addition of the Vice Chancellor for Research. As a result, the position titles that comprise the Managerial Group in Board policy will not be accurate and the University will be in technical violation of NISPOM requirements unless the changes are made. The proposed amendments to BORP Section 5-3, subsection c. were as follows: c. Administrative Unit for Classified Contracts. Occupants of the following University positions shall comprise the Managerial Group pursuant to the requirements of the Department of Defense's National Industrial Security Program Operating Manual (NISPOM):
The Managerial Group shall be responsible for the negotiation, execution, administration, and institutional compliance of classified contracts that are subject to NISPOM requirements. Regent McElrath moved to approve the proposed amendments to its policy on Administrative Unit for Classified Contracts, as presented in President's Memorandum No. 6 (Agenda), Item A-1, dated February 22, 2002. Regent Nunokawa seconded the motion which was unanimously carried.
Grant Established Status to the Graduate Certificate in
Telecommunications and Information Resource Management,
College of Social Sciences, Manoa Campus The Telecommunications and Information Resource Management (TIRM) program provides a distance learning graduate-level certificate option, primarily for public and private sector professionals. The program's primary objective is to upgrade student knowledge, practices and skills involved in the management of telecommunications or information technology, resources, and personnel. The program also provides an opportunity to network with colleagues and professionals. The Board of Regents approved provisional status for the program in 1989 and the program is now based on the Internet, making it accessible internationally. There are five graduate faculty who teach the network-based TIRM courses. The Director of the program is also a faculty member and is assisted by one part-time administrative assistant. The certificate is a 15 credit graduate-level program. The program meets its objectives. As of 2001, nearly 120 TIRM graduate certificates have been conferred. Students report the following positive aspects of the program: opportunities for non-traditional students to obtain professional development and credentials, networking opportunities among fellow students, relevant subject matter, excellent instruction and learning of the technology language, experienced help with promotions and conference opportunities, and support of doctoral studies. The students entering the program come largely from Hawai'i State government, the State Department of Education, with a smaller portion coming from the private sector areas such as banking and accounting firms, telephone and electric companies, and medical centers. Board of Regents policy provides that all new academic programs, once approved, shall have provisional status until a review is conducted. This certificate has been reviewed by the Graduate Council and found to be efficient and of high quality. The System Academic Affairs Council has reviewed this request and recommends approval of established program status. In response to Regent Poe's inquiry as to the number of international students in the program, there are 15 students currently enrolled in the program. There is one international student. Regent McElrath moved to grant permanent status to the Graduate Certificate in Telecommunications and Information Resource Management in the College of Social Sciences, University of Hawai'i at Manoa, subject to the Regents' policy on established academic programs, as presented in President's Memorandum No. 6 (Agenda), Item A-2, dated February 22, 2002. Regent Poe seconded the motion which was unanimously carried. Reappointment of Barbara Robertson to a Second Term on the Mauna Kea Management Board Vice Chancellor Whittaker explained that on June 16, 2000, the Board of Regents adopted the Master Plan for the Mauna Kea Science Reserve. The Master Plan called for the appointment of a Mauna Kea Management Board to be comprised of individuals representing the major segments of Mauna Kea's stakeholders. In accordance with the Master Plan, the members of the Mauna Kea Management Board are to be recommended by the Senior Vice President and Chancellor of the University of Hawai'i at Hilo and appointed by the Board of Regents. In accordance with provisions of the Mauna Kea master plan, Vice Chancellor Whittaker recommended the reappointment of Ms. Barbara Robertson to the Mauna Kea Management Board for a four year term to end June 30, 2005. Furthermore, due to an administrative oversight, it is recommended that her appointment be retroactive to July 1, 2001. Ms. Robertson had served as a member of the Mauna Kea Management Board since her initial appointment by the Board of Regents in September 2000. As Chairperson of the Hawaiian Culture Committee, Ms. Robertson has taken a lead role in guiding the committee in establishing goals and programs relating to preserving, protecting and enhancing Hawaiian culture. She is an educator and principal of Kamehameha Schools', East Hawai'i campus and serves as an invaluable member of the Astronomy Education committee. Regent Kawakami moved to reappoint Ms. Barbara Robertson to the Mauna Kea Management Board for the period July 1, 2001 through June 30, 2005, as presented in President's Memorandum No. 6 (Agenda), Item A-3, dated February 22, 2002. Regent McElrath seconded the motion. Regent Bergin said Ms. Robertson is a native Hawaiian from the Big Island from a family noted for music. Furthermore, there is built into the system of the Mauna Kea Master Plan a specific cultural component made up of leaders in the Hawaiian community. This component serves as a receiving body to address cultural concerns. The system is in place. Regent Bergin said we should support the process and the system. Regent McElrath added that the situation of Mauna Kea is going to continue for a long time and the advisory committee needs to be forever vigilant. Our Hawaiian community will continue to focus on the problem unless in their eyes things are done to preserve the sacredness of the mountain as they perceive it to be.
Upon call the motion was unanimously carried. Vice President Imai recommended the adoption of a new compensation policy for managerial employees along with guidelines to transition continuing managerial employee salaries to the new plan. Currently, the classification and compensation of managerial positions are based on a classification system involving an analysis of nature of work, assigned duties and responsibilities, and a compensation plan which provides the structure for the pricing of classes and compensation for employees. The assignment of classes to salary ranges involves a review of several factors such as internal alignment, external relationship to those of the local community, and national salary data of peer universities and colleges. Consistent with the Board of Regents' policy, the factors considered in the classification and assignment of classes to salary ranges are: 1) nature and scope of responsibility; 2) complexity of the activity; 3) authority and influence exercised over personnel, policies and outcomes; 4) comparability with similar positions within the University and externally; and 5) technical and academic preparation and experience required to effectively perform in the position. Although the University maintains the E/M classification and compensation plan, the actual salary paid to the incumbent of a managerial position takes into account factors which are separate and apart from the classification and pricing of the classes to which a position is assigned. As the University's E/M salary schedule has not been regularly updated in keeping with the national salary data, it is no longer a viable recruitment tool in the national marketplace, particularly for academic positions. In order to maintain a competitive posture, it is proposed that the salaries of new managerial hires be indexed to a national norm to improve recruitment and retention. Further, while it is necessary to hire managerial employees at market value, this has resulted in new hires being paid more than loyal, productive continuing employees. In addition to the obvious morale factor, this has created a misalignment in compensation between the new hires and continuing employees; those who have devoted many years of service to the University are penalized as their salaries have not kept up with market value. Accordingly, continuing managerial employees would need to be provided salary adjustments to reach the identified nationally competitive level. The classification of managerial positions would be limited to the determination of appropriate position titles based on the description of duties and responsibilities. Therefore, it is proposed that the current compensation plan and salary schedule be replaced with a compensation policy wherein the salaries of managerial personnel be indexed to the annual College and University Professional Association for Human Resources (CUPA-HR) Administrative Compensation Survey, appropriate equivalent salary survey as pre determined and approved by the President, or other appropriate methodology.
Unlike the executive employees' category, where most
positions have identified CUPA-HR comparables, the variety of
managerial positions precludes direct comparisons for every
managerial position. Where direct comparables are not
available, the campus representatives either identified an
appropriate comparable CUPA-HR position or used a ratio of
the supervisory position as reported in CUPA-HR. In order to effectuate the change in compensation policy, the BORP, Chapter 9-14, must be amended to reflect the new concepts. The implementation of this policy, however, must be judiciously undertaken to ensure sufficient funding and meaningful adjustments. Adjustments to salaries must be granted to raise salaries to the national median; however, such adjustments cannot be made instantaneously and must be gradually implemented. It is the University's plan to implement this compensation plan over a three (3) year period, beginning on or about July 1, 2002, as operational parameters allow. The President will annually report to the Board the University's progress in achieving this goal. The recommended transition guidelines include the delegation to the President to appoint managerial employees at salaries up to the 80th percentile of CUPA-HR or appropriate equivalent salary survey or other appropriate methodology. Managerial appointments at salaries beyond the 80th percentile of CUPA HR, equivalent salary benchmark or beyond the identified methodology shall require Board of Regents' approval.
Regent Kawakami moved to adopt the recommended
compensation policy for managerial employees along with
transition guidelines, subject to periodic review, as
presented in President's Memorandum No. 6 (Agenda), Item A-4,
dated February 22, 2002. Regent Kurisu seconded the motion
which was unanimously carried. Interim Vice Chancellor Kim reported that from December 16, 2001 to January 15, 2002, the University of Hawai'i system received 104 extramural grants which have a total dollar value of $16.4 million. Last year, there were 87 awards with a total value of $11 million were received in the same time period. This constitutes a 20 percent increase in the number of awards and a 48 percent increase in the total value. The cumulative total for extramural awards for the UH system for the first six months of the current fiscal year are 935 awards with a value of $147.7 million. This represents a 23 percent increase in the number of awards and a 24 percent increase in the dollar value as compared to the first six months of the last fiscal year. Interim Vice Chancellor Kim introduced Dr. David Duffy, Professor of Botany and the unit leader of the Pacific Cooperative Studies Unit at the University of Hawai'i at Manoa. Professor Duffy reported on the Pacific Cooperative Studies Unit, a partnership with State and private organizations to do research or applied management research. They have about 225 employees, another 200 people in emergency environmental work force, and approximately 100 partners. They also work with the military to identify areas where there are rare plants and cultural sites so they can train elsewhere in those areas. They also help restore rare species on the same training areas to reduce the potential for conflict. A lot of work is involved in trying to restore eco-systems and to provide opportunities for graduate students. Regent Kobayashi moved to accept with thanks the gifts and grants and ratify the actions of the administration in executing the necessary contracts, as presented in President's Memorandum No. 6 (Agenda), Item A-5, dated February 22, 2002. Regent Thurston seconded the motion. Regent Thurston seconded the motion. Regent McElrath inquired whether the war on terrorism will affect the funding for research. Interim Vice Chancellor Kim said they will report back. Upon call, the motion was unanimously carried. Appointments, Changes in Appointments, Leaves of Absence, Promotion, Tenure, Waivers of Minimum Qualifications, Emeritus Titles, Shortening of Probationary Period, Salary Adjustments, Position Actions, Classification and Pricing President Dobelle requested that the agenda be amended to include the appointment of Dr. Leon Richards as Acting Provost at Kapi'olani Community College through December 16, 2002. Regent Thurston moved to amend the personnel agenda. Regent Kawakami seconded the motion which was unanimously carried.
President Dobelle recommended the appointments, changes
in appointments, leaves of absence, promotion, tenure,
waivers of minimum qualifications, emeritus titles,
shortening of probationary period, salary adjustments,
position actions, classification and pricing as follows: Administrative, Professional and Technical
SHOJI, DAVID
TRAPASSO, MICHEL
WILTON, MICHAEL Emeritus
CHOE, YONG-HO
STEPHAN, JOHN J.
PICKENS, ALEXANDER
JACOBS, RODERICK A.
HAMMAR, SHERREL L.
LADY, EVERETT LEE
ESTRELLA Jr., JOSEPH
LAW, JEFFREY T.
PERREIRA, CALLEN D.
PETERSON, SHARON UNIVERSITY OF HAWAI'I COMMUNITY COLLEGES Emeritus
IIDA, JANE
GARRETT, E. DEAN
MAYER, RICHARD Regent Kawakami moved to approve the personnel actions as amended and presented in President's Memorandum No. 6 (Agenda), Item B-1, dated February 22, 2002. Regent McElrath seconded the motion which was unanimously carried.
Resignations and Retirements of Board of Regents' Appointees
and Civil Service Employees
President Dobelle introduced Mrs. Elizabeth Sloane as the new President of the University of Hawai'i Foundation. President Dobelle introduced Provost Pedersen, who gave a presentation on the programs and facilities at Honolulu Community College.
There was no new or other business.
Next Meeting Chairperson Ikawa thanked Provost Pedersen and the faculty and staff of Honolulu Community College for hosting the meeting. He announced that the next meeting would be held on March 15, 2002, at 8:30 a.m., at the University of Hawai'i at Hilo.
There being no further business before the Board, the meeting was adjourned at 9:16 a.m.
Respectfully submitted, |