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</o:shapelayout></xml><![endif]--></head><body lang=EN-US link=blue vlink=purple><div class=WordSection1><p class=MsoNormal>I am sharing a recent email from Dean Burgess to CALS administrators regarding FY13 operating budget and workload assignments (see below):<br><br>============================<o:p></o:p></p><p class=MsoNormal><br>Everyone,<o:p></o:p></p><p class=MsoNormal><br>I want to thank you for the efforts that you put in to finish your strategic planning documents in such a short time this past spring semester. I received our budget cut notification last week and the work that you have done puts us in a much better position than we would have been had you, and your faculty, not worked so diligently on top of everything else you had to do. I believe that despite a problematic FY13 (and perhaps FY14) these strategic plans will be central to us realizing our potential and value to Arizona in the mid and longer terms.<br><br>I will be sending out a "Dear Colleagues" letter that includes information about CALS budget cut in the next few days, but the bottom line is that CALS' FY13 operating budget will be 5% less than that in FY12. We are also expected to "assign budget reductions differentially" . Furthermore, we do not know for sure what CALS' FY14 budget will look like other than it will be 3% less than the FY12 budget.<br><br>Regardless, your phase III documents are your unit's strategic plans. They are meant to be living documents-- used and referred to regularly by you and your faculty. I suggest printing, binding and keeping a copy on your desk. This soon-to-be dog-eared and coffee-stained copies will be needed at annual review time and, I hope, during your faculty meetings. Do not hesitate to edit it as you need to as circumstances change; and please send my office an electronic copy for our records. Of course the EC will have a copy handy at EC meetings for reference and each Associate Dean also has their own copy.<br><br>In the next weeks the Associate Deans and I will be doing exactly the same thing as you have done for the college and for each Associate Dean's area of responsibility. You will have access to these documents also.<br><br>As you move forward and we identify how we will do with less, there is a strong likelihood that you will need to make some workload reassignment decisions, especially teaching assignments (and you may already have done this for FY13). I have attached a CALS document that may be of use to you and I also want to remind you that as a unit head you have the responsibility of ensuring that your unit's courses are taught, that you attain your research and service targets; you also have the prerogative to reassign duties to balance the diverse and best interests of the unit. Please keep in mind as you do this that we need to have transparency as well supporting information for a reassignment. People must be treated equitably i.e. those with the same profiles need to be treated the same. For example, are faculty with the same annual review research assessments being asked to take on the same level of teaching? For consistency comparisons between individuals should be restricted to within the unit that is covering the course load. Please also keep in mind that teaching assignments for individuals pursuing phased retirements would ideally be defined before the phased retirement period begins rather than during the phased retirement period. I realize, however, that this may not always be possible. I hope reassignments will be a win for the individuals, a win for the unit and most importantly a win for our students and stakeholders. However, should a person wish to appeal their assignment, their appeal should be routed to me along with your rationale for the reassignment.<br><br>In closing, I want to remind you all, and please pass this message on to your faculty (especially those that are not yet tenured or do not yet have continuing status, as well as those who are not tenure/continuing eligible), that one of my guiding principles during this budget rescission is to do all that I can to protect our existing CALS employees' jobs. Non-tenured and non-continuing faculty, as well as non-TT/CT employees, will not be specific reduction-in-force targets. In FY13 and FY14 especially, when we have extremely limited options, I do also want to focus on retaining our high quality employees by optimizing our work environments and peoples' ability to be as successful in CALS as anywhere. <br><br>Thank you again<br>Shane<o:p></o:p></p></div></body></html>