Transformation Information - Frequently Asked Questions
How can people offer input on the proposals that have been submitted?
Q. How can people offer input on the proposals that have been submitted?
Each proposal is followed by a dialog box for submitting signed comments. If you prefer not to be identified to those who submitted the proposals, you may submit comments to uatransf@email.arizona.edu.
Who will make hiring decisions when departments are merged or consolidated?
Q. Who will make hiring decisions when departments are merged or consolidated?
While the leadership of the new department will make the ultimate decision, we are exploring strategies to provide decision makers with advice about how to make the best selections. Subject matters experts from related areas may be called upon to provide advice and review candidates.
How will overlapping and conflicting proposals be assessed, and perhaps combined?
Q. How will overlapping and conflicting proposals be assessed, and perhaps combined?
The subcommittee of SPBAC chaired by Miranda Joseph will be reviewing proposals using the criteria that was set out in the Transformation Plan and Timeline. Professor Joseph and her collaborators will be making recommendations for proposals that should be given the opportunity for further development. Such development may take the form of having several proposal teams collaborate on a revised proposal, or one group team could be charged with revising their proposal after consulting with another team. From the start, the Transformation Process has been broadly inclusive, and we will continue this spirit as we work with proposal teams on the ideas they have set out.
How will faculty and heads of departments be informed if they are included in a proposal on which they did collaborate?
Q. How will faculty and heads of departments be informed if they are included in a proposal on which they did collaborate?
During the white paper development process, there may not have time for full consultation with all involved parties, but any white papers turned into full proposals will require full consultation with all affected personnel.
Will all proposals be offered the opportunity to be revised and submitted as Final Proposals?
Q. Will all proposals be offered the opportunity to be revised and submitted as Final Proposals?
After the SPBAC subcommittee makes its recommendations, Provost Hay and President Shelton will decide upon which proposals seem worth further consideration. Some teams may be directed to work together to merge their proposals, and others may be directed to consult with related teams. Proposals that are selected for further development will go through the consultations and deliberations that were laid out in the Transformation Timeline.
Does a proposal have to save money to be selected for further development?
Q. Does a proposal have to save money to be selected for further development?
Proposed reorganizations should address the financial challenges facing the university. In some cases that may mean reducing the costs of operations. In others, the benefit might be increased grants or other revenues. In still others, the benefit might be a more effective delivery of courses. All proposals must advance the goal of improving instruction, research, and service with an eye to strengthening the standing of the university.
How will the University support employees who are notified of layoff?
Q. How will the University support employees who are notified of layoff?
Employees on layoff status may apply for other UA positions as internal candidates. Human Resources will provide a series of career resiliency sessions, offer job search assistance, and guide employees to unemployment insurance options. HR's UA Life & Work Connections will provide psychological support and connections to appropriate local resources.
Will anything happen to departments that did not submit proposals?
Q. Will anything happen to departments that did not submit proposals?
The Transformation Process includes several stages. The first is focused on the structural reorganizations that are being proposed in the White Papers and then in the selected Final Proposals. After the proposals have been reviewed, debated, and agreed to, the process will turn to considering implementation. The proposed reforms should help units address budget cuts, and the process of consolidating units will lead into the next stage of the Transformation Process, in which hiring and funding decisions will be made. By submitting proposals, units are strengthening their positions in the later stages of the process, but units will not be penalized for not submitting proposals.
Can we require hiring authorities to give preference to laid off employees when filling new roles?
Q. Can we require hiring authorities to give preference to laid off employees when filling new roles?
Several years ago the University eliminated the requirement that hiring authorities give priority status to individuals on lay-off status. This change was prompted by our determination that a "priority status" designation actually worked against the individuals it was design to benefit. Internal candidates are typically more competitive for UA positions because they possess knowledge of UA systems and have working relationships and institutional knowledge that external candidates cannot acquire quickly. Given this, we expect a large number of individuals to secure new roles before their layoff status begins or soon after.
There are hundreds of jobs posted on HR's website. Why are we still hiring given our budget situation?
Q. There are hundreds of jobs posted on HR's website. Why are we still hiring given our budget situation?
UA positions are funded in several different ways. A majority of the jobs posted are typically funded through grants and contracts and auxiliary funds rather than state dollars which have been cut this year.
Why don't we move to a 4/10 work week?
Q. Why don't we move to a 4/10 work week?
A taskforce was assembled earlier this summer to examine the pros and cons of such a schedule. While several benefits are possible (more days off, less commuting time), the downsides were significant (fitting Friday classes into Mon-Thurs would be extremely difficult, many research facilities must be powered 24/7, the student experience would be compromised, we have outside events such as conferences that use our facilities during the weekend, child care could be a problem for many and so on).
How can people offer input on the proposals that have been submitted?
Q. How can people offer input on the proposals that have been submitted?
Each proposal is followed by a dialog box for submitting signed comments. If you prefer not to be identified to those who submitted the proposals, you may submit comments to uatransf@email.arizona.edu.
Who will make hiring decisions when departments are merged or consolidated?
Q. Who will make hiring decisions when departments are merged or consolidated?
While the leadership of the new department will make the ultimate decision, we are exploring strategies to provide decision makers with advice about how to make the best selections. Subject matters experts from related areas may be called upon to provide advice and review candidates.
How will overlapping and conflicting proposals be assessed, and perhaps combined?
Q. How will overlapping and conflicting proposals be assessed, and perhaps combined?
The subcommittee of SPBAC chaired by Miranda Joseph will be reviewing proposals using the criteria that was set out in the Transformation Plan and Timeline. Professor Joseph and her collaborators will be making recommendations for proposals that should be given the opportunity for further development. Such development may take the form of having several proposal teams collaborate on a revised proposal, or one group team could be charged with revising their proposal after consulting with another team. From the start, the Transformation Process has been broadly inclusive, and we will continue this spirit as we work with proposal teams on the ideas they have set out.
How will faculty and heads of departments be informed if they are included in a proposal on which they did collaborate?
Q. How will faculty and heads of departments be informed if they are included in a proposal on which they did collaborate?
During the white paper development process, there may not have time for full consultation with all involved parties, but any white papers turned into full proposals will require full consultation with all affected personnel.
Will all proposals be offered the opportunity to be revised and submitted as Final Proposals?
Q. Will all proposals be offered the opportunity to be revised and submitted as Final Proposals?
After the SPBAC subcommittee makes its recommendations, Provost Hay and President Shelton will decide upon which proposals seem worth further consideration. Some teams may be directed to work together to merge their proposals, and others may be directed to consult with related teams. Proposals that are selected for further development will go through the consultations and deliberations that were laid out in the Transformation Timeline.
Does a proposal have to save money to be selected for further development?
Q. Does a proposal have to save money to be selected for further development?
Proposed reorganizations should address the financial challenges facing the university. In some cases that may mean reducing the costs of operations. In others, the benefit might be increased grants or other revenues. In still others, the benefit might be a more effective delivery of courses. All proposals must advance the goal of improving instruction, research, and service with an eye to strengthening the standing of the university.
How will the University support employees who are notified of layoff?
Q. How will the University support employees who are notified of layoff?
Employees on layoff status may apply for other UA positions as internal candidates. Human Resources will provide a series of career resiliency sessions, offer job search assistance, and guide employees to unemployment insurance options. HR's UA Life & Work Connections will provide psychological support and connections to appropriate local resources.
Will anything happen to departments that did not submit proposals?
Q. Will anything happen to departments that did not submit proposals?
The Transformation Process includes several stages. The first is focused on the structural reorganizations that are being proposed in the White Papers and then in the selected Final Proposals. After the proposals have been reviewed, debated, and agreed to, the process will turn to considering implementation. The proposed reforms should help units address budget cuts, and the process of consolidating units will lead into the next stage of the Transformation Process, in which hiring and funding decisions will be made. By submitting proposals, units are strengthening their positions in the later stages of the process, but units will not be penalized for not submitting proposals.
Can we require hiring authorities to give preference to laid off employees when filling new roles?
Q. Can we require hiring authorities to give preference to laid off employees when filling new roles?
Several years ago the University eliminated the requirement that hiring authorities give priority status to individuals on lay-off status. This change was prompted by our determination that a "priority status" designation actually worked against the individuals it was design to benefit. Internal candidates are typically more competitive for UA positions because they possess knowledge of UA systems and have working relationships and institutional knowledge that external candidates cannot acquire quickly. Given this, we expect a large number of individuals to secure new roles before their layoff status begins or soon after.
There are hundreds of jobs posted on HR's website. Why are we still hiring given our budget situation?
Q. There are hundreds of jobs posted on HR's website. Why are we still hiring given our budget situation?
UA positions are funded in several different ways. A majority of the jobs posted are typically funded through grants and contracts and auxiliary funds rather than state dollars which have been cut this year.
Why don't we move to a 4/10 work week?
Q. Why don't we move to a 4/10 work week?
A taskforce was assembled earlier this summer to examine the pros and cons of such a schedule. While several benefits are possible (more days off, less commuting time), the downsides were significant (fitting Friday classes into Mon-Thurs would be extremely difficult, many research facilities must be powered 24/7, the student experience would be compromised, we have outside events such as conferences that use our facilities during the weekend, child care could be a problem for many and so on).