notice of board of regents meeting · attachment a-i,june 2, 2016 3 of 17 first name & monthly...

University of Hawai‘i – Board of Regents – Bachman 209 – 2444 Dole Street – Honolulu, HI 96822 Telephone: (808) 956-8213; Fax: (808) 956-5156

Accommodation required by law for Persons with Disabilities requires at least (5) five days prior notice to the board office at 956-8213 or [email protected].

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NOTICE OF BOARD OF REGENTS MEETING Board business not completed on this day will be taken up on another

day and time announced at the conclusion of the meeting. Date: Thursday, June 2, 2016

Time: 9:15 a.m.

Place: Sullivan Conference Center University of Hawai‘i Cancer Center 701 Ilalo Street Honolulu, HI 96813

AGENDA

I. Call Meeting to Order

II. Approval of Minutes of the April 21, 2016 Meeting

III. Public Comment Period: All written testimony on agenda items received after posting of this agenda and up to 24 hours in advance of the meeting will be distributed to the board. Late testimony on agenda items will be distributed to the board within 24 hours of receipt. Registration for oral testimony on agenda items will be provided at the meeting location 15 minutes prior to the meeting and closed once the meeting begins. Written testimony may be submitted via US mail, email at [email protected], or facsimile at 956-5156. Oral testimony is limited to three (3) minutes.

IV. Report of the President

V. Report of the University of Hawai‘i Foundation

A. Development Operations Report of July 1, 2015 – March 31, 2016 B. Financial Overview as of March 31, 2016

VI. Committee Reports

A. Report from the Committee on Academic & Student Affairs B. Report from the Committee on Budget & Finance C. Report from the Committee on Independent Audit D. Report from the Committee on Personnel Affairs E. Report from the Committee on Planning & Facilities F. Report from the Committee on Research & Innovation

VII. Items for Discussion and/or Approval

A. For Approval

1. By Consent Agenda

mailto:[email protected]

University of Hawai‘i – Board of Regents – Bachman 209 – 2444 Dole Street – Honolulu, HI 96822 Telephone: (808) 956-8213; Fax: (808) 956-5156

Accommodation required by law for Persons with Disabilities requires at least (5) five days prior notice to the board office at 956-8213 or [email protected].

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a. Approval of Provisional Programs: 1) Associate in Science (AS) in Creative Media, Hawai‘i Community

College, Kaua‘i Community College, and University of Hawai‘i Maui College

2) Doctor of Juridical Science (SJD), William S. Richardson School of Law, University of Hawai‘i at Mānoa

b. Approval of Proposed Amendments to Regents Policy Chapter 12, Research (RP 12.201, RP 12.207)

c. Approval of Amendments to Regents Policy 9.212, Executive & Managerial Personnel Policies, and RP 9.218, Delegation of Personnel Actions

d. Approval of Regents Policy 2.205, Policy on Whistleblowing and Retaliation

2. Approval of a Resolution in Appreciation and Recognition of Regent Coralie Matayoshi

B. For Discussion 1. 2016 Legislative Session Review

2. Board Response to Faculty Resolutions 3. Evaluation Process of the Performance of the President

VII. Executive Session (closed to the public): A. Personnel Matters : (To discuss the following personnel matters pursuant to

HRS §92-5(a)(2))

1. Discussion of Personnel Actions (A-1 for approval; A-2 for information)

VIII. Items for Approval (continued)

A. Personnel Actions (A-1 for approval)

IX. Announcements

A. Next Meeting: July 21, 2016 at University of Hawai‘i at Mānoa

X. Adjournment ATTACHMENTS A-1 – for approval A-2 – for information only

http://www.hawaii.edu/offices/bor/regular/materials/201606020915/A_1_for_Approval.pdf

http://www.hawaii.edu/offices/bor/regular/materials/201606020915/A_2_for_Information_Only.pdf

A-i: Personnel Actions

Attachment A-i, June 2, 2016

1 of 17

Executive/Managerial

First Name & MonthlyCampus Last Name Proposed Title Unit Nature of Action Effective Date

Middle Initial Salary

UH Mãnoa Holcombe Randall Director of Research InstituteUniversity of Hawai’i Cancer

Appointment $34,167 September 1, 2016Center

Kapi’olani

Community Pagotto Louise Interim Chancellor Office of the Chancellor Appointment $14,168 June 3, 2016- May 31, 2017College

Professor or Equivalent

First Name & . MonthlyCampus Last Name . . Proposed Title Unit Nature of Action Effective Date

Middle Initial Salary. Office of the Vice Chancellor

UH Manoa Ah Sam Anna Specialist Promotion N/A August 1, 2016for Students

UH Mãnoa Babcock Mary Professor College of Arts & Humanities Promotion N/A August 1, 2016

UH Mãnoa Babcock, Jr. Roger Professor College of Engineering Promotion N/A August 1, 2016UH Mánoa Bae Christopher Professor College of Social Sciences Promotion N/A August 1, 2016

School of Ocean and EarthUH Manoa Becker Janet Professor Promotion N/A August 1, 2016

Science and Technology

UH Mãnoa Brier David Librarian V Library Services Tenure N/A July 1, 2016

UH Mãnoa Buenconsejo-Lum Lee ProfessorJohn A. Burns School of

Promotion N/A August 1, 2016Medicine

. William S. Richardson SchoolUH Manoa Burkett Maxine Professor Promotion N/A August 1, 2016

of_LawUH Mãnoa Chopey Michael Librarian V Library Services Promotion N/A August 1, 2016

School of Ocean and EarthUH Manoa Church Matthew Professor . Promotion N/A August 1, 2016


. School of Ocean and EarthUH Manoa Cooney Michael Researcher . Promotion N/A August 1, 2016


UH Mãnoa Das Gupta Monisha Professor College of Social Sciences Promotion N/A August 1, 2016

UH Mãnoa Deen Kamil ProfessorCollege of Languages,

Promotion N/A August 1 2016Linguistics_&_Literature

School of Ocean and EarthUH Manoa Dera Przemyslaw Researcher . Promotion N/A August 1, 2016


Recommendation: That the Board approve the personnel actions as recommended.

David Lassner

President



2 of 17

First Name & . MonthlyCampus last Name Proposed Title Unit Nature of Action Effective Date


John A. Burns School ofUH Manoa Goebert Deborah Professor . . Tenure N/A July 1, 2016

Medicine

UH Manoa Gonzalez-Lloret Marta ProfessorCollege of Languages,

Promotion N/A August 1, 2016Linguistics & Literature

.. Office of the Vice Chancellor

UH Manoa Goo Made Specialist Promotion N/A August 1, 2016for Students

UH Mãnoa Guerzhoy Pavel Professor College of Natural Sciences Promotion N/A August 1, 2016

UH Mánoa Haghighipour Nader Researcher Institute for Astronomy Promotion N/A August 1, 2016

.. School of Ocean and Earth

UH Manoa Hellebrand Eric Specialist . Promotion N/A August 1, 2016Science and Technology

John A. Burns School ofUH Manoa Hoffmann Peter Professor Promotion N/A August 1, 2016

Medicine

College of Languages,UH Manoa Holton Gary Professor Promotion N/A August 1, 2016

Linguistics_& Literature

UH Mãnoa Hoover Maya Professor College of Arts & Humanities Promotion N/A August 1, 2016

UH Manoa Irwin Katherine Professor College of Social Sciences Promotion N/A August 1, 2016UH Mãnoa Koikari Mire Professor College of Social Sciences Promotion N/A August 1, 2016

UH Mãnoa Lamb Ramdas Professor College of Arts & Humanities Promotion N/A August 1, 2016

John A. Burns School ofUH Manoa Matsui Takashi Professor . . Promotion N/A August 1, 2016

Medicine

UH Mänoa McNally Mark Professor College of Arts & Humanities Promotion N/A August 1, 2016

UH Manoa Moniz Jeffrey Professor College of Education Promotion N/A August 1, 2016

UH Mãnoa Morales Rodney ProfessorCollege of Languages,

Promotion N/A August 1, 2016Linguistics & Literature

UH Mànoa Osborne Thomas Professor College of Arts & Humanities Promotion N/A August 1, 2016

. . . School of Nursing and DentalUH Manoa Qureshi Kristine Professor Promotion N/A August 1, 2016

Hygiene

. School of Ocean and EarthUH Manoa Rappe Michael Researcher Promotion N/A August 1, 2016



David Lassner

President



3 of 17

First Name & MonthlyCampus Last Name . . Proposed Title Unit Nature of Action Effective DateMiddle Initial Salary

UH Mãnoa Roberts Michael Professor College of Social Sciences Promotion N/A August 1, 2016

.Office of the Vice Chancellor

UH Manoa Scholly Kristen Specialist Promotion N/A August 1, 2016for Students

UH Mànoa Seraphin Kanesa Professor College of Education Promotion N/A August 1, 2016School of Nursing and Dental

UH Manoa Shannon Maureen Professor . Promotion N/A August 1, 2016Hygiene

Myron B. Thompson SchoolUH Manoa Stotzer Rebecca Professor . Promotion N/A August 1, 2016

of Social Work

UH Mänoa Totani Yuma Professor College of Arts & Humanities Promotion N/A August 1, 2016

. School of Nursing and DentalUH Manoa Tse Alice Professor Promotion N/A August 1, 2016

Hygiene

. School of Ocean and EarthUH Manoa Wright Robert Researcher Promotion N/A August 1, 2016


... John A. Burns School ofUH Manoa Yamada Seiji Professor . . Promotion N/A August 1, 2016

Medicine. University of Hawai’i Cancer

UH Manoa Yang Haining Researcher Promotion N/A August 1, 2016Center

UH Mänoa Zuercher Deobrah Professor College of Education Promotion N/A August 1, 2016

UH Hilo Bitter Michael J. Professor College of Arts and Sciences Promotion N/A August 1, 2016

UH Hilo Ebersole Michele M. Professor College of Arts and Sciences Promotion N/A August 1, 2016

UH Hilo lppolito Jean M. Professor College of Arts and Sciences Promotion N/A August 1, 2016

UH Hilo Okuyama Yoshiko Professor College of Arts and Sciences Promotion N/A August 1, 2016

UH Hilo Pack Adam A. Professor College of Arts and Sciences Promotion N/A August 1, 2016

UH Hilo Ray Janet Professor College of Arts and Sciences Promotion N/A August 1, 2016

UH Hilo Taira Deborah Professor College of Pharmacy Promotion N/A August 1, 2016UH Hilo Wongwiwatthananukit Supakit Professor College of Pharmacy Promotion N/A August 1, 2016

UH-West O’ahu Kudo Franklin T.Y. Professor Business Administration Promotion N/A August 1, 2016


David Lassner

President



40117

Campus Last NameFirst Name &

Proposed Title Unit Nature of ActionMonthly

Effective DateMiddle Initial Salary

. . . . Tenure and Tenure -July 1, 2016UH-West 0 ahu Lee Sharon K. Professor Business Administration . N/A

Promotion Promotion - August 1, 2016

UH-West 0’ahu Machosky Brenda E. Professor Humanities Promotion N/A August 1, 2016UH-West O’ahu Nishimura Amy N. Professor Humanities Promotion N/A August 1, 2016

Hawai’i

Community Dela Cruz Kenoalani C.K. Professor, CC Hawai’i Community College Promotion N/A August 1, 2016College

Hawai9

Community Murakami Violet S. Professor, CC Hawai’i Community College Promotion N/A August 1, 2016

College

Honolulu. Honolulu Community

Community Moore Chris Ann Professor, CC Promotion N/A August 1, 2016College

College

Kapi’olani. Kapi olani Community

Community Branson Candy L. Professor, CC Promotion N/A August 1, 2016College

College

Kapi’olani .

.. Kapi olani Community

Community Ogata Veronica F. Professor, CC Promotion N/A August 1, 2016College

College


Community Sussman Sharon A. Professor, CC Promotion N/A August 1, 2016College

College

Kaua’i

Community Randolph Richard S. Professor, CC Kaua’i Community College Promotion N/A August 1, 2016College

Leeward

Community Anderson Della E. Professor, CC Leeward Community College Promotion N/A August 1, 2016College

Leeward

Community Kamahele Mabel Mae M. Professor, CC Leeward Community College Promotion N/A August 1, 2016College

Leeward

Community Kuribayashi Laurie A. Professor, CC Leeward Community College Promotion N/A August 1, 2016College


David Lassner

President



5 of 17


Middle Initial SalaryLeeward

Community Sagliano Julia P. Professor, CC Leeward Community College Promotion N/A August 1, 2016College

Maui College Raymond, II Stanley H. Professor, CC Maui College Promotion N/A August 1, 2016

Associate Professor or Equivalent

First Name & . MonthlyCampus Last Name Proposed Title Unit Nature of Action Effective Date

Middle Initial salary

Tenure. . Tenure -July 1, 2016

UH Manoa Baek Kyungim Associate Professor College of Natural Sciences w/automatic N/A. Promotion - August 1, 2016

Promotion

TenureUH Mänoa Baker Tammy Associate Professor College of Arts & Humanities w/automatic N/A

Tenure - July 1, 2016. Promotion - August 1, 2016

Promotion

. . John A. Burns School ofUH Manoa Bartholomew Marguerite Associate Professor . Promotion N/A August 1, 2016

Medicine

TenureUH Mãnoa Barton Kasey Associate Professor College of Natural Sciences w/automatic N/A


Promotion

. . Tenure. Hawai inuiakea School of Tenure - July 1, 2016UH Manoa Beamer K. Associate Professor .. w/automatic N/A

Hawaiian Knowledge Promotion - August 1, 2016Promotion

Tenure.

. College of Languages, Tenure - July 1, 2016UH Manoa Beaule Christine Associate Professor . . . w/automatic N/ALinguistics & Literature Promotion - August 1, 2016

Promotion

Tenure. College of Languages, . Tenure - July 1, 2016UH Manoa Berez-Kroeker Andrea Associate Professor . w/automatic N/A

Linguistics & Literature . Promotion - August 1, 2016Promotion

Tenure

UH Mãnoa Bindi Veronica Associate Professor College of Natural Sciences w/automatic N/ATenure - July 1, 2016

. Promotion - August 1, 2016Promotion

TenureUH Mãnoa Boulos Daniel Associate Professor College of Arts & Humanities w/automatic N/A


Promotion


David Lassner

President


Attachment A-i, June 2, 20i6

6 of 17

First Name & . MonthlyCampus Last Name . . . Proposed Title Unit Nature of Action Effective Date


Tenure. Tenure-July;, 2016

UH Manoa Branner John Associate Professor College of Arts & Humanities w/automatic N/A. Promotion - August 1, 2016

Promotion

Tenure. Tenure - July 1, 2016

UH Manoa Brunson Jan Associate Professor College of Social Sciences w/automatic N/A. Promotion - August 1, 2016

Promotion

Tenure. . Tenure-July 1, 2016

UH Manoa Buente Wayne Associate Professor College of Social Sciences w/automatic N/A. Promotion - August 1, 2016

Promotion

Tenure. . . . Tenure-July 1, 2016

UH Manoa Das Priyam Associate Professor College of Social Sciences w/automatic N/A. Promotion - August 1, 2016

PromotionUH Mãnoa Dennison Carolyn Librarian IV Library Services Promotion N/A August 1, 2016

. School of Ocean and EarthUH Manoa Dera Przemyslaw Associate Researcher . Tenure N/A July 1, 2016


UH Mãnoa Eichelberger Ariana Associate Specialist College of Education Promotion N/A August 1, 2016Tenure

UH Mãnoa felipe Michael Associate Professor College of Arts & Humanities w/automatic N/ATenure - July 1, 2016

Promotion - August 1, 2016Promotion

TenureUH Mãnoa Flanary Lisette Associate Professor College of Arts & Humanities w/automatic N/A

Tenure -July 1, 2016

. Promotion - August 1, 2016

-

Promotion

TenureUH Mãnoa Frambaugh-Kritzer C. Associate Professor College of Education w/automatic N/A


Promotion

TenureUH Mãnoa Fuleky Peter Associate Professor College of Social Sciences w/automatic N/A


Promotion

. . . . School of Ocean and EarthUH Manoa Gillis-Davis Jeffrey Associate Researcher . Tenure N/A July 1, 2016


Tenure. College of Languages, Tenure - July 1, 2016UH Manoa Gruter Nell Therese Associate Professor . . . . w/automatic N/A



David Lassner

President



7 of 17

First Name & MonthlyCampus Last Name . Proposed Title Unit Nature of Action Effective Date


College of Tropical

UH Mänoa Griebik Jayme Associate Extension Agent Agriculture and Human Promotion N/A August 1, 2016Resources

TenureUH Mãnoa Hangelbroek Thomas Associate Professor College of Natural Sciences w/automatic N/A

Tenure - July 1, 2016


. .School of Ocean and Earth

UH Manoa Hellebrand Eric Associate Specialist Tenure N/A July 1, 2016Science and Technology

. John A. Burns School ofUH Manoa Hiraoka Mark Associate Professor . Promotion N/A August 1, 2016

Medicine. William S. Richardson School

UH Manoa Huffman Brian Librarian IV Promotion N/A August 1, 2016of_Law

College of TropicalUH Mánoa Kawabata Andrea Associate Extension Agent Agriculture and Human Promotion N/A August 1, 2016

Resources

Tenure. Myron B. Thompson School Tenure - July 1, 2016OH Manoa Kim Bum Associate Professor . w/automatic N/A

of Social Work . Promotion - August 1, 2016Promotion

UH Mänoa Kleiber Eleanor Librarian IV Library Services Tenure N/A July 1, 2016. John A. Burns School of

UH Manoa Koening Matthew Associate Professor Promotion N/A August 1, 2016Medicine

.. School of Ocean and Earth

enureTenure - July 1, 2016

UH Manoa Konter Bridget Associate Professor . w/automatic N/AScience and Technology Promotion - August 1, 2016

Promotion

SchoolofOceanandEarthTenure

Tenure-Julyl 2016UH Manoa Konter Jasper Associate Professor w/automatic N/A

Science and Technology Promotion - August 1, 2016Promotion

UH Mânoa Kukahiko Eomailani Associate Specialist College of Education Promotion N/A August 1, 2016

TenureUH Mänoa Li JingJing Associate Professor College of Engineering w/automatic N/A



Tenure. Tenure -July 1, 2016

UH Manoa Liu Mm Associate Professor College of Education w/automatic N/A. Promotion - August 1, 2016

Promotion


David LassnerPresident



S of 17



. . University of Hawai’i CancerUH Manoa Loo Lenora Associate Specialist Promotion N/A August 1, 2016

Center

Hawai’inuiákea School ofTenure

Tenure - July 1 2016UH Mãnoa Copes Robert Associate Professor w/automatic N/A


TenureUH Mãnoa Lyon Jeffrey Associate Professor College of Arts & Humanities w/automatic N/A



. . . . Office of UndergraduateUH Manoa Makino-Kanehiro M. Associate Specialist Promotion N/A August 1, 2016

Education

. School of Pacific and AsianTenure

Tenure - July 1 2016OH Manoa Mawyer Alexander Associate Professor w/automatic N/AStudies Promotion - August 1, 2016

Promotion

TenureUH Mãnoa McDougall Brandy Associate Professor College of Arts & Humanities w/automatic N/A


Promotion

TenureUH Mãnoa Miller Kara Associate Professor College of Arts & Humanities w/automatic N/A

Tenure-July;, 2016


TenureUH Mãnoa Moore Cohn Associate Professor College of Social Sciences w/automatic N/A



TenureUH Mänoa Mora Camilo Associate Professor College of Social Sciences w/automatic N/A



. . John A. Burns School ofUH Manoa Morita Shane Associate Professor Promotion N/A August 1, 2016

Medicine

. John A. Burns School ofOH Manoa Nakagawa Kazuma Associate Professor Promotion N/A August 1, 2016

MedicineUH Mãnoa Ni Dongyun Librarian IV Library Services Promotion N/A August 1, 2016

Tenure. College of Languages, Tenure - July 1, 2016UH Manoa Nordstrom Georganne Associate Professor . . . w/automatic N/A


UH Mãnoa Ogawa Michael-Brian Associate Specialist College of Natural Sciences Promotion N/A August 1, 2016


David Cassner

President



9 of 17

First Name & MonthlyCampus Last Name . . Proposed Title Unit Nature of Action Effective Date


School of Pacific and AsianTenure

Tenure - July 1 2016UH Mänoa Park Young-A Associate Professor w/automatic N/AStudies Promotion - August 1, 2016

Promotion

Tenure. Tenure - July 1, 2016

UK Manoa Pauker Kristin Associate Professor College of Social Sciences w/automatic N/A. Promotion - August 1, 2016

Promotion

Tenure. . Tenure - July 1, 2016UK Manoa Reed Floyd Associate Professor College of Natural Sciences w/automatic N/A


. .School of Ocean and Earth

UH Manoa Romine Bradley Associate Extension Agent Promotion N/A August 1, 2016Science and Technology

Tenure. Tenure - July 1, 2016UH Manoa Schwartz Saundra Associate Professor College of Arts & Humanities w/automatic N/A


UH Mãnoa Soetoro Maya Associate Specialist College of Social Sciences Promotion N/A August 1, 2016

.. Tenure

. Hawai inuiakea School of Tenure - July 1, 2016UH Manoa Solis Ron Associate Professor .• w/automatic N/AHawaiian Knowledge Promotion - August 1, 2016

Promotion. William S. Richardson School

UH Manoa Sproat Dana Associate Professor Tenure N/A July 1, 2016of_Law

. John A. Burns School ofUK Manoa Verma Saguna Associate Professor . . Tenure N/A July 1, 2016

Medicine

. . . School of Pacific and AsianUH Manoa Walsh Julianne Associate Specialist Promotion N/A August 1, 2016

Studies

Tenure. Tenure -July 1, 2016UK Manoa Wang Ta-Wei Associate Professor Shidler College of Business w/automatic N/A


College of Tropical Tenure. Tenure - July 1, 2016UK Manoa Wang Koon-Kut Associate Professor Agriculture and Human w/automatic N/A

. Promotion - August 1, 2016Resources Promotion

. . Tenure. Hawai inuiakea School of Tenure - July 1, 2016UK Manoa Wong Annette Associate Professor .. w/automatic N/A


. John A. Burns School ofUK Manoa Wright Tricia Associate Professor Promotion N/A August 1, 2016

Medicine


David Lassner

President

A-i; Personnel Actions


10 of 17



TenureUH Mãnoa Xiao Bo Associate Professor Shidler College of Business w/automatic N/A

Tenure -July 1, 2016. Promotion - August 1, 2016

Promotion

Tenureand Tenure-Julyi,20i6UH Hilo Colbert Steven L. Associate Professor College of Arts and Sciences . N/A


UK Kilo Feng Jiren Associate Professor College of Arts and Sciences Promotion N/A August 1, 2016

College of Agriculture,UH Hilo Garcia-Ortega Armando Associate Professor Forestry and Natural

Tenure andN/A

Tenure -July 1, 2016

Promotion Promotion - August 1, 2016Resource_Management

UH Hilo Goebel Jonathon F. Associate Professor College of Arts and Sciences Promotion N/A August 1, 2016

Ka Haka ‘Ula 0 Ke’elikölani,. . .. Tenureand Tenure-Julyi,20i6

UH Hilo Harman Kekoa C. Associate Professor College of Hawaiian . N/APromotion Promotion - August 1, 2016

Language

. . . . Tenureand Tenure-Julyi,2016UH Hilo Heuer Eric Associate Professor College of Arts and Sciences . N/A

Promotion Promotion - August 1, 2016Tenure and Tenure - July 1, 2016UH Hilo Jacobs Aaron T. Associate Professor College of Pharmacy . N/APromotion Promotion - August 1, 2016

. . . . . Tenureand Tenure-Julyl,2016UH Kilo Jusczak Patricia M. Associate Specialist College of Pharmacy . N/APromotion Promotion - August 1, 2016

. . Tenureand Tenure-Julyi,20i6UH Kilo Koomoa-Lange Dana-Lynn T. Associate Professor College of Pharmacy . N/APromotion Promotion - August 1, 2016

. . . Tenureand Tenure-July; 2016UH Hilo Lauer Christopher Associate Professor College of Arts and Sciences N/APromotion Promotion - August 1, 2016

. Tenureand Tenure-Julyl 2016UH Hilo Young Katherine E. Associate Professor College of Arts and Sciences . N/APromotion Promotion - August 1, 2016

UK-West O’ahu Chapman Matthew A. Associate Professor Business Administration Promotion N/A August 1, 2016Hawai’i

Community Hu Meidor Associate Professor, CC Hawai’i Community College Promotion N/A August 1, 2016College

Honolulu

Community Higa-King Jennifer i. Associate Professor, CCHonolulu Community

Promotion N/A August 1, 2016College

College

Recommendation; That the Board approve the personnel actions as recommended.

David Lassner

President



ii of 17

Campus Last NameFirst Name &

Proposed Title Unit Nature of ActionMonthly

Effective DateMiddle Initial Salary

Honolulu. .

. Honolulu CommunityCommunity Kam-Kalani Karadeen Y. Associate Professor, CC Promotion N/A August 1, 2016

CollegeCollege

Honolulu. .

. Honolulu CommunityCommunity Shaffer Eric Paul Associate Professor, CC Promotion N/A August i, 2016

CollegeCollege

Kapi’olani .

. . Kapi olani CommunityCommunity Aganon Lisa K. Associate Professor, CC Promotion N/A August 1, 2016

CollegeCollege

Kapi’olani .

. . . Kapi olani CommunityCommunity Kobuke Lisa Y. Associate Professor, CC Promotion N/A August 1, 2016

CollegeCollege

Kapi’olani .

. .. Kapi olani Community

Community Kunimune Mark A. Associate Professor, CC Tenure N/A July 1, 2016College

College

Kapi’olani.

. . Kapi olani CommunityCommunity Kuntz Wendy A. Associate Professor, CC Promotion N/A August 1, 2016

CollegeCollege


Community Ogata Kathleen K. Associate Professor, CC Promotion N/A August 1, 2016College

College

Kapi’olani .

. . . Kapi olani CommunityCommunity Pai Sunyeen Associate Professor, CC Promotion N/A August 1, 2016

CollegeCollege

Kapi’olani

Community Tuthill Matthew C. Associate Professor, CCKapi’olani Community

Promotion N/A August 1, 2016College

College

Kapi’olani .

. . . Kapi olani CommunityCommunity Yamamoto Louise F. Associate Professor, CC Promotion N/A August 1, 2016

CollegeCollege

Kaua’i

Community Taylor Stephen V. Associate Professor, CC Kaua’i Community College Promotion N/A August 1, 2016College


David Lassner

President




Middle Initial SalaryLeeward

Community Albritton William M. Associate Professor, CC Leeward Community College Promotion N/A August 1, 2016College

Leeward

Community Cain Eileen A. Associate Professor, CC Leeward Community College Promotion N/A August 1, 2016College

Leeward

Community Hirata Brent M. Associate Professor, CC Leeward Community College Promotion N/A August 1, 2016College

Leeward

Community Judd Jeffrey S. Associate Professor, CC Leeward Community College Promotion N/A August 1, 2016College

Leeward

Community Maruyama, Jr. Donald K. Associate Professor, CC Leeward Community College Promotion N/A August 1, 2016College

Maui College Daniels Ryan B. Associate Professor, CC Maui College Promotion N/A August 1, 2016Maui College Scharnhorst Anne F. Associate Professor, CC Maui College Promotion N/A August 1, 2016Maui College Shurilla Teresa MG. Associate Professor, CC Maui College Promotion N/A August 1, 2016Maui College Takemoto Michael M. Associate Professor, CC Maui College Promotion N/A August 1, 2016Maui College Ward Margaret Ann Associate Professor, CC Maui College Promotion N/A August 1, 2016Maui College Yamada Joyce Associate Professor, CC Maui College Promotion N/A August 1, 2016

Windward. . Windward Community

Community Rogers Carla J. Associate Professor, CC Promotion N/A August 1, 2016College

College

Windward. . . . Windward Community

Community Singh Navtej Associate Professor, CC Promotion N/A August 1, 2016College

College

Assistant Professor or Equivalent

First Name & MonthlyCampus Last Name - Proposed Title Unit Nature of Action Effective DateMiddle Initial Salary

. . .Myron B. Thompson School

UH Manoa Demattos Michael Assistant Specialist . Tenure N/A July 1, 2016of Social Work

UH Mãnoa Dennison Carolyn Librarian Ill Library Services Tenure N/A July 1, 2016


David Lassner

President

12 of 17


Attachment A-]., June 2, 2016

13 of 17

First Name & MonthlyEffective DateCampus Last Name

Middle InitialProposed Title Unit Nature of Action

SalaryCollege of Tropical

UH Mãnoa Kawabata Andrea Assistant Extension Agent Agriculture and Human Tenure N/A July 1, 2015Resources

UH Mãnoa Ogawa Michael-Brian Assistant Specialist College of Natural Sciences Tenure N/A July 1, 2016

UH Mãnoa Soetoro Maya Assistant Specialist College of Social Sciences Tenure N/A July 1, 2016Hawai’i

Tenure and Tenure - July 1, 2016Community Minassian Jack M. Assistant Professor, CC Hawai’i Community CollegePromotion

N/APromotion - August 1, 2016College

Hawai’iTenure and Tenure - July 1, 2016Community Quintana Kaleopono S. Assistant Professor, CC Hawai’i Community CollegePromotion


Hawai’iTenure and Tenure -July 1, 2016Community Salvador Deseree L. Assistant Professor, CC Hawai’i Community CollegePromotion


HonoluluHonolulu Community Tenure and Tenure-July;, 2016

N/ACommunity Boeman George S. Assistant Professor, CCCollege Promotion Promotion - August 1, 2016College

HonoluluHonolulu Community Tenure and Tenure - July 1, 2016

N/ACommunity Maddox, Jr. Conred G. Assistant Professor, CCCollege Promotion Promotion - August 1, 2016College

HonoluluHonolulu Community Tenure and Tenure-July;, 2016

N/ACommunity Myhre Sarah K. Assistant Professor, CCCollege Promotion Promotion - August 1, 2016College

HonoluluHonolulu Community Tenure and Tenure - July 1., 2016

N/ACommunity Otsuji Derek N. Assistant Professor, CCCollege Promotion Promotion - August , 20].6College

Kapi’olaniKapi’olani Community Tenure and Tenure - July 1, 2016

N/ACommunity Anderson Austin M. Assistant Professor, CCCollege Promotion Promotion - August 1, 2016College

Kapi’olaniKapi’olani Community Tenure and Tenure - July 1, 2016

N/ACommunity Caballero Edward Assistant Professor, CCCollege Promotion Promotion - August 1, 2016College


David Lassner

President



14 of 17

First Name & MonthlyEffective DateCampus Last Name

Middle InitialProposed Title Unit Nature of Action

SalaryKapi’olani

Kapi’olani Community Tenure andN/A

Tenure-July;, 2016Community Dela Fuente Catherine P. Assistant Professor, CC

College Promotion Promotion - August 1, 2016College

Kapi’olaniKapi’olani Community Tenure and

N/ATenure - July 1, 2016

Community Gross Philippe L. Assistant Professor, CCCollege Promotion Promotion - August 1, 2016

College

Tenure -July 1, 2016Kapi’olani

Kapi’olani Community Tenure andN/ACommunity Huang Shiuling Assistant Professor, CC




Community Kanaoka Yoneko Zoe Assistant Professor, CCCollege Promotion Promotion - August 1, 2016

College

Kapi’olaniKapi’olani Community

Tenure N/A July 1, 2016Community Kuntz Wendy A. Assistant Professor, CCCollege

College


N/ATenure -July 1, 2016

Community Minahal Maiana Assistant Professor, CCCollege Promotion Promotion - August 1, 2016

College


N/ATenure - July 1, 2016Community Nakamura Kelli y Assistant Professor, CC




Community Oho Stacey S. Assistant Professor, CCCollege Promotion Promotion - August 1, 2016

College


N/ATenure -July 1, 2016

Community Souza Cheri Y.H. Assistant Professor, CCCollege Promotion Promotion - August 1, 2016

College


Tenure N/A July 1, 2016Community Tuthill Matthew C. Assistant Professor, CCCollege

College


Tenure N/A July 1, 2016Community Uchida Warren Y. Assistant Professor, CCCollege

College


David Lassner

President



15 of 17

First Name &Campus Last Name Proposed Title Unit Nature of Action

MonthlyEffective Date

Middle Initial SalaryKaua’i

Community Dillman Laura L. Assistant Professor, CC Kaua’i Community CollegeTenure and


CollegePromotion Promotion - August 1, 2016

Ka ua

Community Kennedy Ann Y. Assistant Professor, CC Kaua’i Community CollegeTenure and



Kaua9

Community Knighton Sandra K. Assistant Professor, CC Kaua’i Community CollegeTenure and



Kaua’i

Community Marahatta Sharadchandra Assistant Professor, CC Kaua’i Community CollegeTenure and



Kaua’i

Community Miyasato Duane V. Assistant Professor, CC Kaua’i Community CollegeTenure and



Leeward

Community Archer Lu’ukia T. Assistant Professor, CC Leeward Community CollegeTenure and



Leeward

Community Bopp Patricia J. Assistant Professor, CC Leeward Community CollegeTenure and



Leeward

Community Choy Douglas P. Assistant Professor, CC Leeward Community CollegeTenure and



Leeward

Community Ickes Betty Assistant Professor, CC Leeward Community CollegeTenure and



Leeward

Community Scotti Suzette D. Assistant Professor, CC Leeward Community CollegeTenure and



Leeward

Community Signor John F. Assistant Professor, CC Leeward Community CollegeTenure and




David Lassner

President



16 of 17

First Name & MonthlyCampus Cast Name Proposed Title Unit Nature of Action Effective Date

Middle Irntial SalaryLeeward

Community Silva Jaydene R.K. Assistant Professor, CC Leeward Community CollegeTenure and


Promotion Promotion - August 1, 2016College

Leeward. Tenureand Tenure-Julyi,20i6

Community Takamatsu Heather H. Assistant Professor, CC Leeward Community College . N/APromotion Promotion - August 1, 2016College

Leeward

Community Wichman Andrea L. Assistant Professor, CC Leeward Community CollegeTenure and


Promotion Promotion - August 1, 2016College

Maui College Amiraslani Amirhossein Assistant Professor, CC Maui CollegeTenure and



. Tenure and Tenure - July 1, 2016Maui College Andaluz Amy M. Assistant Professor, CC Maui College N/APromotion Promotion - August 1, 2016

. . .. Tenureand Tenure-Julyi,2016

Maui College Banaag Aris A. Assistant Professor, CC Maui College . N/APromotion Promotion - August 1, 2016

Maui College Daniels Ryan B. Assistant Professor, CC Maui College Tenure N/A July 1, 2016. . Tenureand Tenure-Julyi,2016Maui College Donaghy, II Joseph N. Assistant Professor, CC Maui College N/A

Promotion Promotion - August 1, 2016. . . Tenure and Tenure - July 1, 2016Maui College Patao Juliana S.C. Assistant Professor, CC Maui College N/A

Promotion Promotion - August 1, 2016Maui College Takemoto Michael M. Assistant Professor, CC Maui College Tenure N/A July 1, 2016

Instructor or Equivalent

First Name & . MonthlyCampus Last Name . Proposed Title Unit Nature of Action Effective DateMiddle Initial Salary

. .. Office of Undergraduate

UK Manoa Ambrozich Kari Junior Specialist Tenure N/A July 1, 2016Education

. . . Office of UndergraduateUK Manoa Clanin Garrett Junior Specialist . Tenure N/A July 1, 2016

Education

.. . .. Office of the Vice Chancellor

UH Manoa Fujinaka Brent Junior Specialist Tenure N/A July 1, 2016for Students

. .. John A. Burns School of

UH Manoa Labrash Steven Junior Specialist . . Tenure N/A July 1, 2016Medicine


David Lassner

President



17 of 17



. . . . Office of UndergraduateUH Manoa Tagalicod Rayna Junior Specialist Tenure N/A July 1, 2016

Education

. . . Office of the Vice ChancellorUH Manoa Westfall-Senda Mandy Junior Specialist Tenure N/A July 1, 2016

for_Students


David Lassner

President

Attachment A-2, June 2, 2016

1 of 2Attachment A-2: Pursuant to Act 6, Special Session 2008 (SB2263), the following proposed compensation actions for excluded executives and managers are disclosed forpurposes of public comment.

Executive/Managerial



. . Director of Energy Office of the Vice President forSystem Topping Miles . . . Appointment $8,917 To be determined

Management Administration

. . . Office of the Vice President for. University Associate General . .

System Mayeshiro DerekCounsel

Legal Affairs and University Appointment $10,334 July 8, 2016General Counsel

. . Office of the Vice President for. University Associate General . .

System Moriarty SarahCounsel

Legal Affairs and University Appointment $8,917 June 20, 2016General Counsel

. Director of AdministrativeUH Manoa Anzai Lauren Institute for Astronomy Appointment $10,334 June 6, 2016

Services

. County Administrator(Hawai’i College of Tropical AgricultureUH Manoa Feitshans Theodore A. Appointment $10,834 September 1, 2016

County) & Human Resources

. Director of Student Affairs Office of the Vice ChancellorUH Manoa Kaptik Megan . Appointment $6,500 June 6, 2016

(Judicial) for Students

. . University Academic Affairs Office of the Vice Chancellor Temporary Special May 9, 2016 -UH Manoa Kimura Trisha . $10,417Program Officer for Academic Affairs Salary Adjustment November 8, 2016

Director of Planning and .

UH Manoa Kurata James Office of Planning and Facilities Appointment $10,834 June 3, 2016Project_Development

. . College of Languages, . July 1, 2016 - June 30,UH Manoa Lyons Laura Interim Dean . . . . Appointment $13,500

Linguistics & Literature 2017Interim Dean and Director for

. College of Tropical Agriculture . July 5, 2016 - July 4,UH Manoa Novotny Rachel Research and Cooperative Appointment $16,000. & Human Resources 2017

Extension

• Office of the Vice ChancellorUH Manoa Walton Chad Research Program Officer Appointment $9,584 June 16, 2016

for Research

Attachment A-2, June 2, 2016

2 of 2Attachment A-2: Pursuant to Act 6, Special Session 2008 fSB2263), the following proposed compensation actions for excluded executives and managers are disclosed forpurposes of public comment.

First Name & . . MonthlyCampus Last Name . . . Proposed Title Unit Nature of Action Effective Date


.. Office of the Vice Chancellor

UH-West 0 ahu Moniz Jeffrey Vice Chancellor Appointment $11,200 June 6, 2016for Academic Affairs

Kapi olaniOffice of the Vice Chancellor July 7 2016 -June 30

Community Kazama Susan Interim Vice Chancellor . Appointment $10,168for Academic Affairs 2017

College

Kapi’olani

Community Napoleon David N.Dean (Arts and Sciences

Office for Academic Affairs Appointment $8,750 July 1, 2016Academic Program)

College

Leeward .

. Office of the Vice Chancellor . August 1 2016- JulyCommunity Teraoka Della A. Interim Vice Chancellor . Appointment $9,874

for Academic Affairs 31, 2017College

Windward.

. Office of the Vice ChancellorCommunity Pactol Brian J. Vice Chancellor . Appointment $8,900 July 5, 2016

for Administrative ServicesCollege

j7T (Thqo

VUNIVERSITY o HAwAII

FOUNDATION

MEMORANDUM

TO: Randolph G. MooreChairperson, Board of Regents

VIA: David Lassner, PresidentFor University of Hawai’ i System QJ’’ 1’

FROM: Donna Vuchinich, President & CEOUniversity of Hawai’i

SUBJECT: UH foundation ReportC;

DATE: Thursday, May 12, 2016

Per the Foundation’s contract with the University, attached is the packet of informationsubmitted by the UH foundation for the June 2, 2016 Board of Regents’ meeting:

• Development Operations Report — July 1, 2015 to March 31, 2016• University of Hawaii foundation’s Financial Overview as of March 31, 2016

Thank you for your assistance and please let us know if anything further is needed.

Attachinent

0

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Scrvicc Excellence Integrity Trust Teamwork Accountability2444 Do e Street, Bachman HaIL 105, Honolulu, HI 96822 P (8o8) 9568849 F: t8o8) 956.5115 www.uhfoundation.org

C11th7,4.

UNIVERSITYof HAWAI’I

years FOUNDATION

Development OperaUons

FY2016

July 1, 2015 to March 31, 2016

Fund Raising Results

Fiscal Year 2016 Goal: $ 66.0 million

July 1, 2015— March 31, 2016 Results: $ 48.5 million

The following summarizes fundraising results by type of account and type of gift:

Results By Account Type (YTD)

Account Type Gifts & Pledges Deferred GiftsTotal_Amount

Endowment 7,060,428 $ 8,314,938Expendable 22,164,243 989,636 23,153,879Bequest Intentions 0 10,806,000 10,806,000Gifts-in-kind 311,687 0 311,687Grants Directly to UH 5,934,204 0 5,934,204Total $ 35,470,562 $ 13,050,146 $ 48,520,708

• 20,391 donors gave outright endowment and expendable gifts and pledgestotaling $29.2 million for this fiscal year.

• Of the $29.2 million in outright endowment and expendable gifts and pledges,307 donors gave gifts of $10,000+ totaling $23.8 million; this accounts for 81%of the total gifts and pledges.

Comparison to previous fiscal year

YTD Comparison

Number of Gifts Gift AmountCurrent Fiscal Year 23,356 $ 48,520,708Previous Fiscal Year 30,109 109,026,891Comparison Fav/(Unfav) (67)j$ (60,506,183)

University of Hawaii FoundationFinancial Overview

As of March 31, 2016

University of Hawai9 Foundation

Qtr

t) Ot)

2’5 000

Funds Raised FY2016($000)

Cumulative

90 000

75 000

20 TO

15 000

10 000

5 )0

0QI 9/301

$48,521_,’”

46,2OO

30 000

15 000

0

Qtr Actua’ i AQtr Budget Cum Actua Cum Budget

$66,000

$13,200

oC TO

45 000

$29,700

I $7,478

QE 12/31/15 QE 3/31/16 QE 6/30/16

Cumuatve30,000

25,000

20,000

15,000

10,000

5,000

0

University of Hawafl Foundation

UH Program ExpensesFor the NineMonth Period Endhig March 31, 2016, By Quarter

($000)

11,000

10,000

9,000

8,000

5,000

4,000

2,00

isiiiiutr 1

Ifltr 2

hi4Qtr 3

YTD

Faculty &Academic Support

$1,490

2,159

2,183

5,832

Research

$1,729

3,951

1,237

6,917

Student Aid &Athletcs Other Programs total

Servces

$2,794 $355 $1,711. $8,078

1,100 914 2,418 10,542

3,230 630 2,844 10,124

7 123 1 $99 6 973 2$ 744

UH Program Expenses 2

$ 30,000

25,000

20,000

15,000

10,000

5,000

0

UI FY 2015

I FY 2016

University of Hawai9 FoundationYeartoDate UH Program Expenses

NineMonths Ended March 31, 2016 and 2015($000)

Facufty & ResearchAcademic Support

$5,517

$5,832

Student Aid &

Services

$6,932

$7,123

Athetics Other Programs

$2,190 $7,843

$1,899 $6,973

Tota

$25,153

$28,744

UH Program Expenses 3

t7

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iepenA8‘e3uele8punjUO!epunO!eMHJOA4!SJOA!ufl

UNIVERSITY OF HAWAII FOUNDATIONStatement of Operations

For the Nine Month Period Ending March 31, 2016 and 2015

REVENUES:Unrestricted gifts

UH, & UHAATotal Revenues

EXPENSES

Current Year9 month endingMarch 31, 2015

$ 12960619846342841,8021690,740

94,0812,250,000

384126$ 9,374,990

Prior Year9 month endinç

March 31, 2014

$ 164,4292,096,6082,821,9861,788,492

88,0512,250,000

510,981$ 9,720,547

DevelopmentPersonnelProgramCampaign

Alumni RelationsPersonnelProgram

Service & SupportPersonnelProgram

UH Support FundTotal Expenses

$ 4,408,919839,286

65,119

410,32454,852

2,170,475889,786112,500

$ 8,951,259

$ 4,742,202839,298239,342

332.92030,717

2,139,034681,472112,500

$ 9,117,484

Revenues Over ExpensesCapital ExpenditureNET

$ 423,731(10,848)

$ 434,579

$ 603,062(23,606)

$ 626,669

Income from expendable accountsIncome from endowment accountsService fee on gifts and non-giftsAlumni Relations revenueUH contract for servicesOther payments for services from

5

Committee on Academic and Student Affairs Report Page 1 of 1

Summary of Meeting

Date: 5/18/16

Topic Discussion Follow Up/Action

1. Minutes None Approved

2. Testimony No written or oral testimony received.

A.1.a. Associate in

Science in Creative

Media, Hawaiʻi

Community College,

Kauaʻi Community

College, and University

of Hawaiʻi Maui

College

Administration proposed a multi-campus provisional

program to respond to compelling student interest and

workforce demand and support for skillsets that transcend

many occupations that utilize multimedia methods, and

incorporates articulation opportunities to the four year

campuses and cooperative agreements with high school

programs. The programs are campus specific to maintain

individual accreditation requirements. Concerns and

comments regarded need for benchmarks for new course

proposals, such as growth, employment trends.

.

Recommend

approval

A.2.a. Doctor of

Juridical Science

(SJD), Williams S.

Richardson School of

Law, University of

Hawaiʻi at Mānoa

New program for a doctoral research degree in law to

respond to need and demand in the international industry

that would benefit international student enrollment but

maintain the primary characteristic of a local law school.

Residents can apply as well, and become eligible for jobs

in foreign countries in government and international

industries and higher education institutions. The start date

is Fall for current LLMs with an expectation of increased

enrollment in Fall 2017. It was noted that the program has

full support in academia and government in the

Philippines.

Recommend

approval

Committee on Budget and Finance Page 1 of 1

Summary of Meeting

Date: 05/18/2016



2. Testimony No written or oral testimony received.

A.1. FY16 Third

Quarter Financial

Report as of March 31,

2016

VP Young reported the third quarter financials show a

static trend, with all indicators on track, and expenditures

trending downward, though higher in dollar amount but

lower in percentage. Factors that affected the values

included a release on restricted funds that boosted general

fund balances, RTRF timing issues, and that TFSF being

ahead of projections, although timing is expected to show

a decline in the future. In general, all campuses are on

target with an overall modest increase, with lower

expenditures except for unique occurrences, such as

temporary office rental, and spending pace. Actual results

will be reported in the fourth quarter. Comments and

concerns regarded including trends reported as a separate

line item.

A.2. FY16 Third

Quarter UBS

Investment Report on

the Legacy Endowment

Fund as of March 31,

2016

UBS representative reported the investment environment

volatile due to uncertain interest rate increase, and the

upcoming election. However the value of the fund is

stable but with slow growth because of withdrawals,

expecting better performance next quarter because no

withdrawals are anticipated. The biggest change noted

was the purchase of a fossil free asset that has no

comparative index, but has a low expense ratio. UBS will

seek similar investments to lower the overall percentage

of fossil fuels in the portfolio. The investment activities

comply with all board asset guidelines and polices, though

still underperforming largely due to the benchmarks that

do not have fees or expenses. Comments and concerns

raised regarded considering reducing percentage to

withdraw, and reporting on status before expenses.

B.1. to B.6. For Action Administration provided a slide presentation on budget

proposals for the system and by campus, noting the

outcome of the legislative session appropriations,

proposals and provisos, and many assumptions used in the

creating the proposals due to pending outcomes regarding

transfers, allotments, restrictions, performance funding,

actual enrollments, and tuition that will require further

adjustments to the proposals likely in early fall. The

recommendation was for approval of the proposed

budgets subject to early mid fall revisions when

assumptions are likely to be known. Extensive discussion

ensued on concerns regarding UHH utilizing reserves

being contrary to policy, UHM projected expenses

Recommend

defer, with one

no vote.

Committee on Budget and Finance Page 2 of 1

Summary of Meeting

Date: 05/18/2016

exceeding revenues, lack of consequences for

noncompliance, the need to pass a budget and expect

variances, and challenges in changing the culture to be a

more holistic approach. After lengthy discussion, it was

proposed to defer for further review and modification and

discussions with campuses and require the president and

CFO implement Act 236 in its entirety.

Independent Audit Committee Report Summary of Meeting 5/27/2016

Agenda Item Discussion Action/Follow Up

I. Approval of Minutes of the April 7, 2016 Meeting

None Higaki/Moore/Unanimous

II. Public Comment Period for Agenda Items:

Late written testimony by Vincent Clemons regarding his complaint about his admissions application

None

III. A. For Action

1. Recommend Approval of Regents Policy RP 2.205, Policy on Whistleblowing and Retaliation

New policy on whistleblowing and to encourage reporting, in compliance with all laws, with a specific statutory reference to the independent audit committee jurisdiction over antifraud and financial fraud. The president is to develop executive policies to implement and be responsible for overall compliance. Extensive discussion regarded clarity, scope, ensuring board oversight, considering a separate committee to ensure oversight, and preserving general board oversight on all matters and need for periodic reporting.

Recommend approval with administration to report back on status, and consider comments for future amendments; administration to go live with online reporting system by July 1.

2. Acceptance of Management’s Response to Internal Audit’s report of UHM Commuter Services

Internal auditor reported that the management report responded to all recommendations. Comments and concerns raised included consideration of interfacing with Kuali, periodic updates on progress, timing and milestones for parking fee increase proposal and ensure tied to R&M plan for revenues, and use of technology to reduce costs

Accepted. Administration to report back in October regarding parking fee proposal plan, and present a timeline with milestones.

B. For Information & Discussion

1. Status of FY16 Audit Plan

Internal auditor summarized the status of the 2016 projects in the audit plan showing how all external audits were completed, some of the internal audit


projects were completed, while others ongoing or being monitored included the HZone, Commuter services, Community Colleges revenue generating programs, and KapCC business audit. Some still pending are audits for PCard, student housing, ERM and the Whistleblower programs.

2. Status of Implementation of Enterprise Risk Management Program

The development of the ERM Program is progressing. A list of high level risks was presented for feedback, and a timeline of next steps to prioritize, further define and develop mitigation responses for a report in the next quarter. Comments and concerns included aligning/informing the ongoing systemwide academics and facilities strategic plan led by VP Dickson, consideration of approach for mitigation as enhancement opportunities, and additional risks such as reputation, autonomy, tuition elasticity, financial reporting limitations

Feedback will be considered and further periodic reporting on progress

3. Presentation by Pricewaterhouse Coopers on Best Practices for Audit Committees of Higher Education Institutions

Accuity introduced Pricewaterhouse Coopers specialists in higher education and board governance who shared their thoughts on the discussion regarding ERM. They supported a trimmed list of risks defined by the board, adjusted periodically, and a plan that includes the board as part of the entire enterprise than a separate ERM program. Other topics discussed included audit meeting frequency on a quarterly basis, importance of self-assessment and on efficiency operations, rotating auditor managers versus companies on a 10 year AICPA


basis or 5 year Sarbanes Oxley basis, and topics for professional development at each meeting.

Committee on Personnel Affairs Report Page 1 of 1

Summary of Meeting

Date: 5/18/16



2. Testimony Testimony in support of policy amendments regarding

EM salaries as a good start, urged more changes to ensure

justification, fit, and avoiding disincentivizing faculty

positions

A.1. Recommend

Approval of

Amendments to RP

9.212

Rewrite of personnel policies regarding EMs to put

transactional and procedural matters in Executive Policies

and focus Regent Policies on establishment, class,

recruitment, appointment, placement, evaluation,

adjustments, term and termination. Regent Policy guides

creation of Salary Schedule to be included in Executive

policy. There will be a two-step approving process with

appointing and approving authority thresholds. Policy

states that all EMs are employed “at will,” and Board

approval will be required for any multiyear contracts.

Recommend

approval with

housekeeping

amendments as

needed.

B.1. Proposed

Amendments to RP

regarding Faculty “Bio

Bibs” and Articulation

of Teaching

Equivalencies

Administration reported on progress with furnishing and

posting Bio Bibs online. Draft language is ready to be sent

for consultation in Fall (when faculty return) that requires

units to post teaching equivalencies and faculty Bio Bibs

(curricula vitae for teaching, research, professional

development, and service) on an annual basis. The intent

is to encourage transparency and accountability regarding

faculty workload and activities through self-reporting to

inform internal and external constituencies, such as

colleagues, legislature and general public, about their

accomplishments and expertise.

Report on progress

following

consultation

Committee on Planning and Facilities Report Page 1 of 1

Summary of Meeting

Date: 5/18/16



2. Testimony No written or oral testimony received

A.1. Quarterly Status Report

on Capital Improvement

Projects and Plan

Received an update on the status of design and

construction contracts with the majority occurring

on the UH Mānoa campus. All are progressing and

on schedule, noting the coconut island work bids

exceeding estimates requiring reallocation of

funding among projects. It was recommended that

that close out reporting include beneficial

occupancy to better reflect status and utilization.

Comments and concerns raised regarded need for

polices for criteria standards and requirements for

repair and maintenance reserve for all projects, and

encourage design build, such as the life science

building.

Report back next

quarter.

A.2. Update on UHWO Land

Planning The RFB was issued and responses are due on June

10, although one offeror has withdrawn, likely

because of the financial structure impacting bids.

Selection target is August to accommodate

interviews and presentations, which may require

more time.

Report back in

July.

V. Executive Session

A. Real Estate Matters: (To

consider negotiations

concerning acquisition and

lease of public property

pursuant to HRS §92-5(a)(3))

Regarding Atherton YMCA

Property on University

Avenue, O’ahu

An executive session was held on the status of a

potential land transaction regarding the Atherton

YMCA property on University Avenue.

Report back as

needed

Committee on Research and Innovation Report Page 1 of 2

Summary of Meeting

Date: 5/17/16



2. Testimony Testimony of concern regarding lack of faculty

consultation, need for more comprehensive strategy,

invest wisely to be right sized and understand research is

not self-funded, and concern about lack of stability of

research.

A.1. Recommend

Approval of Proposed

Amendments to

Regents Policy Chapter

12, Research (RP

12.201, RP 12.207)

Amendments to RP 12.201, Ethical Standards of Conduct,

to clarify application to research and scholarly activities

and update examples of misconduct. Amendments to RP

12.207, Research Corporation of the University of Hawaii

(RCUH), to clarify which RCUH service orders require

Board approval, when RCUH direct projects may be used,

and that the University of Hawaii President will

periodically review the University of Hawaii and

Research Corporation of the University of Hawaii master

agreement.

B.1. Update on

Research and

Innovation

Performance Metrics

Vice President for Research and Innovation Vassilis

Syrmos provided a slide presentation on elements of the

quarterly report including key metrics showing stronger

results than last year, but lagging in awards by 6-7%, with

expectation of a stronger 4th

quarter. Technology transfer

results are stable; licensing agreements doubled in

revenue, an increase in royalty revenue, noting that

invention disclosures and provisional patents need to

increase. Licensing sources and levels of revenue

associated will be reported at the next meeting.

B.2. The Organized

Research Units at

Mānoa: History,

Present Status, and

How We Compare

Dr. Michael Bruno, UH Mānoa Vice Chancellor for

Research provided a slide presentation on the status of

Organized Research Units at UH Mānoa, research

University rankings, initiatives, degree programs,

facilities, employees, and funding exceeding board policy

requirement of 1:1. It highlighted the relationship of

teaching and research, impact on education and

community, improving management of personnel, and

strategic planning underway to re-conceptualize the office

and external connections. Comments and concerns raised

regarded adopting systematic reporting and peer

comparison for proper oversight, a breakdown of

accounting of faculty and improving management

practices to hire teaching faculty. The committee

supported the strategic planning effort and requested the

committee be informed of proposed strategic areas of

Committee on Research and Innovation Report Page 2 of 2

Summary of Meeting

Date: 5/17/16

growth for research, hiring, compensation practices,

facilities expenditures, plans regarding aging units,

privatization of Lyon Arboretum and the Waikiki

Aquarium, utilization of the UARC, and a compilation of

the benefits of research to the State as a means of

conveying the importance and impact of research to

constituents and the Legislature.

lw’-”

O

UNIVERSITYof HAWAI’r

SYSTEMMEMORANDUM

SUBJECT: Request Approval of a New Provisional Degree: Associate in Science inCreative Media at Hawai’i Community College, Kaua’i Community College, andUniversity of Hawaii Maui College.

SPECIFIC ACTION REQUESTED: It is requested that the Board of Regents approvethe establishment of provisional Associate in Science in Creative Media programs atHawai’i Corumunity College, Kaua’i Community College, and University of Hawai’iMaui College.

RECOMMENDED EFFECTIVE DATE: Fall 2016

ADDITIONAL COST:

No costs are associated with this request; program is sustained through existingdepartment facilities and tuitions, and all three campuses receive annual finding forequipment, supplies and staffing through the UH Academy for Creative Media (ACM),

PURPOSE:

The Associate in Science Degree in Creative Media for Hawai’i Community College,Kaua’i Community College, and University of Hawai’i Maui College has been designedto target full- and part- time working, non-traditional, and traditional students who arelooking for a variety of workforce, career, and educational options. Similar CreativeMedia degrees exist on Oahu (Kapiolani CC, Leeward CC, and Honolulu CC at present),but students on neighbor islands are not served by such degrees at present. This degree isproposed to service neighbor island students (most of whom would not attend college onOahu for an associate degree) as either a means to quickly train students in order for themto gain the skills and knowledge needed to work effectively and find a living wage job in

2444 Dole Street, Bachman 207Honolulu, Hawai’j 96822

Telephone: (808) 956-7038Fax: (808) 956-5286

An Equal Opportunity/Affirmative Action Institution

UNVLS Y (iF HAWI,1i[OAR OF REGENi

16 tiiY—4 A8:22TO: Randolph G. Moore,

VIA: David Lassner, Pres

John MortonOffice of the Vice President for Community College

February 8, 2016

VIA:

FROM:

John Morton, Vice President for Community Coil

Helen Cox, Chancellor, Kaua’i Community

Joni Onishi, Interim Chancellor, Hawai’i Corn unity College

Lui Hokoana, Chancellor, UH Maui Colleg F

cnr

--<(j

Randolph G. Moore February 8, 2016 Page 2

a variety of industries related to creative media (such as graphic design, web and gamedesign, and digital video), or to prepare them to transfer to a baccalaureate degree inCreative Media. The program has been designed with the workforce in mind, andindustry experts have reviewed the curriculum ensuring its relevance to real world needs.Additionally, the curriculum is articulated with University of Hawai’i West Oahu’s B.A.and B.A.S. degree programs in Creative Media, giving students a solid transfer pathway,along with many other transfer options in the UH system.

BACKGROUND INFORMATION:

Pursuant to Board of Regents Policy 5-1, Instructional and Research Programs, the Boardof Regents approves the establishment of all instructional and research programs uponrecommendation by the President.

The Digital Media Arts (DMA) program at Hawaii Community College (HawCC) wasinitiated in 2004 with a 21 credit Certificate of Competence (CO), formerly Certificate ofCompletion. Initially, the program started with 2 majors in 2005 and currently, as of2015, there are 31 majors in HawCC’s program. Demand and enrollment has increasedwhere now HawCC is positioned to offer an Associate in Science (AS) degree in DigitalMedia Arts.

Kauai Community College’s Digital Media Arts program was conceived in 2010 andcurrently offers two 21 credit Certificates of Competence (CO), formerly Certificates ofCompletion, in Digital Design and Digital Video. Thanks to the support ACM, theprogram has seen demand and enrollment increase over 50% since its inception due tostate-of-the-art facilities and equipment. Kauai CC is now poised to take its program tothe next level with an Associate in Science (AS) degree in Creative Media, and manystudents await this opportunity.

The University of Hawai’i Maui College campus has been considering a Creative Mediadegree for years, with significant interest from Maui County high school students in thisarea. The college is uniquely positioned to pursue this degree because of the facilities andclasses that are already in place, including a dedicated film studio and Creative Medialaboratory. Many of the required classes are already in place, but there has not been adegree to tie them all together. With our facilities and classes, and the support of theUHMC campus and the ACM, everything necessary is in place to offer this desireddegree in a quality fashion.

The Associate in Science Degree in Creative Media will not only increase the educationof creative digital media on neighbor islands, but also give students an option for quickworkforce training and for some may inspire them to continue in school to earn aBachelor degree from a UR institution. This program provides students an achievableacademic goal that can prepare them for the workforce and set them up for future studiesin a variety of subject areas.

The state’s creative industry includes a multimodal delivery distribution strategy that hasresulted in the merging of several specialized fields that ultimately produce entertainmentmedia. These fields include arts, entertainment, sports and media. Relevant job

Rando’ph G. Moore 1February 8, 2016 Page 3

opportunities are expected to increase from 20 12-2022. This data also excludes thenumerous freelance creative media jobs available in-state. Art, design, entertainment,sports and media, is expected to see a 9.1 percent increase from 20 12-2022 for people ofvarious educational accomplishments with an average annual increase of 0.9 percent anda net growth of 1,100 job opportunities. This degree program is meant to give a broadeducation on a variety of creative media specializations, thereby not limiting the studentsto one area. Digital media skills can be incorporated into many jobs, and companies areincreasingly looking for more employees qualified in these areas. Our students will walkaway with the skills to earn a living wage at ajob they can succeed and progress in.

There will be no impact on ACCJC accreditation for this program.

Similar models from peer institutions include:

Kapiolani Community College. Associate In Science, New Media Arts

Honolulu Community College: Associate In Science, Communication Arts

Leeward Community College: Associate in Science Degree in Digital Media Production

While these degrees contain courses in common with the proposed degree plan, they arelocated such that neighbor island students face great difficulties in order to participate inthose programs. Increased financial burdens and location mean many such studentswould not enroll in these programs. This proposed program for all three neighbor islandcampuses falls under the auspices of the UH Academy for Creative Media initiative,which shares the vision of creative digital media being disseminated as a necessary lifeskill in our 21st century.

All UHCC campuses, UHWO and UH Manoa belong to this consortium, which not onlyensures articulation from community college to 4-year university, but also facilitatesarticulation between UHCC campuses in Creative Media. This allows students toconveniently register for online or traditional courses from other UHCC campuses thatfully articulate into the Creative Media program for his or her home campus, with furtherarticulation into bachelor’s programs implemented after a student has received his or herassociate’s degree. Currently, one of these options, the Bachelor of Applied Science inCreative Media at UHWO, allows students to finish two years of classes (aftertransferring an additional two from the associate level) wholly online. This makes itpossible for neighbor island students to complete a 4-year degree without the need torelocate to Oahu. However, through the vision of the ACM, students on all islands,through instructional technology and the participation of campuses in the ACMconsortium, can gather into “learning communities” for the study of creative digitalmedia.

The proposed new program will have little impact on the campus budget allocation,thanks to annual funding provided by the ACM system for equipment, supplies andstaffing. Lecturer funds will be used to hire lecturers to teach the digital creative mediacontent courses, and general education offerings will be used to complete the program.We do not expect additional sections of general education courses to be needed, based on

RandophG.Moore February 8, 2016 Page4

our projected enrollment. The program will have no impact on the campuses’ missionpriorities as it speaks to the campus and UH recognition of the need to create curriculaand programs responsive to the community’s changing needs for career and work forcedevelopment.

ACTION RECOMMENDED: It is recommended that the Board of Regents approve theestablishment of Associate of Science in Creative Media program at Hawai’i CommunityCollege, Kaua’i Community College, and University of Hawai’i Maui College.

Attachment(s)

1. Program proposal

UNIVERSITYof HAWAI’E’

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Office of the Vice Chancellor for Academic Affairs

April 18, 2016

MEMORANDUM

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S U BJ ECT: APPROVAL OF PROVISIONAL DOCTOR OF JURIDICAL SCIENCEAT THE UNIVERSITY OF HAWAIi AT MANOA

SPECIFIC ACTION REQUESTED:It is requested that the Board of Regents approve as provisional the Doctor of JuridicalScience in the William S. Richardson School of Law at the University of Hawai’i at Mànoa.

RECOMMENDED EFFECTIVE DATE:Effective Fall 2016.

ADDITIONAL COST:No additional resources are needed. All program needs will be met using internal resourceswithin the William S. Richardson School of Law.

PURPOSE:The purpose of the Doctor of Juridical Science (SJD) degree is to train future law schoolfaculty members and policymakers who will conduct scholarly research and will work on lawreform in foreign jurisdictions as well as in the United States.

BACKGROUND:Board of Regents’ Policy 5-1 states that “The Board shall approve the establishment of allnew instructional programs granting academic credit leading to a degree or credential.”Significance/Contribution of this Degree: The proposed SJD will be the only advanced

2500 Campus Road, Hawaii Hall 209Honolulu, Hawaii 96822

Telephone: (808) 956-8447Fax: (808) 956-7115

TO:

VIA:

VIA

FROM:

Randolph C. MooreChair, Board of Regents

David Lassne— C

President O4Xfi 01

Robert Bley-Vroman 219ji. t-’u—--Interim Chancellor

ReedVice Chancellor for Academic Affairs

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Randolph G. MooreApril 18, 2016Page 2

research law degree in Hawai’i, and it will contribute to UH Mãnoa and the Law School’sresearch and education goals. The degree will strengthen and complement the University’sstrategies for continued engagement with Asian-Pacific communities within Hawaii and it willestablish enduring connections with universities, non-profits, and governmental units in Asiaand the Pacific.

Cost and resource allocation/reallocation implications: The SJD program will not requireadditional resources in terms of faculty, facilities, or library materials, and it can be run withonly minimal additional expenses. The Law School is able to accommodate up to 25 SJDstudents with existing resources.

Demand projections: The anticipated number of the inaugural SJD cohort will be 6-10,increasing to a total enrollment of 20 students by year two. Our Master of Laws (LLM)students regularly inquire about the opportunity to pursue an SJD at the Law School, and weexpect that many LLM graduates will continue their studies in the SJD program, onceapproved. We also expect an increase in enrollment in the LLM program once the option ofcontinuing on to the SJD program becomes available.

Accreditation impact (if any): All post-JD programs requite acquiescence from the lawschools’ accrediting agency, the American Bar Association; and on February 11, 2015, theABA acquiesced in the Law School’s proposal to establish an SJD degree.

Examples (2-3) of similar models from peer institutions: The SJD is offered by most of theleading law schools in the U.S, including the following:

• University of California, Los Angeles, School of Law• University of Chicago Law School• University of Michigan Law School

Similar Programs at other UH campuses: There is no program duplication within the UHSystem.

Statement from campus administration on the program’s strategic value within UH priorities.The SJD as a research degree will both capitalize on and enhance the existing researchstrength of the School of Law. Faculty in the School are conducting world-class research intosome of the most timely topics of the day, the law of the sea and maritime disputes in EastAsia, environmental law, particularly in an international context, and human tights, amongothers. The international dimension of this work fits in well with the largely internationalstudent body envisioned for the SJD, and the new program will help boost our alreadyprominent statute in the legal world, particularly in East Asia.

Impact of program change request on campus budget allocations and mission priority. TheSJD program assumes the already existing faculty resources, which are certainly adequate tohandle the additional number of SJD students on top of the existing JD and LLM programs.

Randolph G. MooreApril 18, 2016Page 3

The impact of this program will therefore be resource positive for the School of Law and willhave no effect on campus-wide priorities or resource allocations.

ACTION RECOMMENDED:It is recommended that the Board of Regents approve as provisional the Doctor of JuridicalScience in the William S. Richardson School of Law at the University of Hawaii at Mãnoa.

Attachment

c: Vice President forAcademicAffairs Risa DicksonExecutive Administrator and Secretary of the Board Cynthia QuinnDean Aviam Soifer

Office of the Vice President for Research and Innovation

UNIVERSITY UNVtS’ .W HAW r7 tO3

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AMENDED

May 20, 2016

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SUBJECT: PROPOSED AMENDMENTS TO REGENTS POLICY CHAPTER 12 -

RESEARCH (RP 12.201, RP 12. 207)

SPECIFIC ACTION REQUESTED:

It is requested that the Board of Regents approve the proposed amendments toRegents Policy Chapter 12 — Research (RP 12.201, RP 12.207). The proposedamendments update and clarify the broad statements of principle and philosophy thatguide the research, innovation and other scholarly endeavors of the University ofHawai’i (UH).

RECOMMENDED EFFECTIVE DATE:

The recommended effective date is upon Board approval.

ADDITIONAL COST:

There are no additional costs associated with this request.

PURPOSE:

The purpose of this request is to continue the process of reviewing and updating theUniversity’s research policies and procedures by updating and clarifying the Regents

2444 Dole Street, Bachman HallHonolulu, Hawaii 96822

Telephone: (808) 956-5006 • Fax: (808) 956-5286


MEMORANDUM

TO:

VIA:

FROM:

Eugene Bal, ChairpersonBoard of Regents Committee on Research

David Lassn 2t ,

President 7”I I —

Vassilis L. SyrrllosVice Presidenf for Fesearch and Innovation

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Chairperson Eugene BalMay 20, 2016Page 2

Policies (RPs) that provide guidance for its research, innovation and other scholarlyendeavors. This included consideration of what statements of principle and philosophyshould be contained in the RPs and the administrative direction that should becontained in Executive Policies (EP) and related Administrative Procedures (AP) asdefined under EP 12.201, Systemwide Policies and Procedures.

BACKGROUND:

In 2013, the University administration started a process to update and harmonize UH’spolicies and procedures, some of which have not been updated for 20 years or more. In2014, EP 2.201, Systemwide Policies and Procedures and AP 2.201, New or AmendedPolicies were issued to guide the drafting, formatting, and veiling of policies andprocedures. In addition, the Policies and Procedures Information Systems (PPIS) website was released in late 2014 to host all UH policies and procedures.

The Vice President for Research and Innovation (VPRI) convened a Research PolicyTask Force (RPTF) in spring of 2015 to review and recommend updates to UH’sresearch policies and procedures starting with the Regents Policies (RPs).

At the April 6, 2016 BOR Committee on Research and Innovation meeting, the followingactions were taken:

• Moved to submit proposed changes to the following RPs:o RP 12.202 — Principal Investigatoro RP 12.203 — Right to Investigate and Disseminateo RP 12.208 —Awards for Excellence in Research to the full Board for approval

• Deferred proposed changes to RP 12.206 — Establishment and Review ofOrganized Research Units

• Asked administration to consider additional revisions to the following RPs toaddress Committee comments:o RP 12.201 — Ethical Standards of Conducto RP 12.207 — Research Corporation of the University of Hawai’i

The table below summarizes the intent of the proposed amendments:

RP Title Intent12.201 Ethical Standards of Conduct Clarify policy to apply to research and

scholarly activities and update examples ofmisconduct.

12.207 Research Corporation of the Clarify what RCUH service order

Chairperson Eugene BalMay 20, 2016Page 3

University of Hawai’i (“RCUH”) transactions need to be approved by theBoard; clarify when RCUH direct projectsmay be used; and clarify that UniversityPresident periodically reviews UH-RCUH

_______ ____________________________

master agreement.

The administration has considered the comments and is resubmitting revised RPs forthe Committee’s review and recommendation for full Board approval.

ACTION RECOMMENDED:

It is recommended that the Board of Regents approve the proposed amendments to theRegents Policy Chapter 12 — Research (RP 12.201, RP 12.207) since the proposedamendments update and clarify the broad statements of principle and philosophy thatguide the research, innovation and other scholarly endeavors of the University ofHawaii.

Attachments- Description of Changes Made in Response to Board Comments- Clean copies of amended Regents Policy Chapter 12 — Research sections- Ramseyer format copies of amended Regents Policy Chapter 12 — Research

sections

C: Cynthia Quinn, Executive Administrator and Secretary to the Board of Regents

Description of Changes Made to RP 12.201 & RP 12.207in Response to Board Comments

During its April 6, 2016 meeting, the Board of Regents Committee on Research & Innovation (R&l)asked the administration to consider further revisions to RP 12.201 — Ethical Standards ofConduct and RP 12.207 — Research Corporation of the University of Hawai’i.

The R&l committee comments and the actions taken by the administration to address thosecomments are summarized below.

RP 12.201 — Ethical Standards of Conduct

R&I comments• Suggested that the phrase “but is not limited to” should be restored because RP 12.201,

lll.A contains a list of examples of misconduct that is not all inclusive.• Questioned the deletion of “property violations, the failure to report observed fraud”

from the list of examples of misconduct.

Administration response• Agree that the phrase “but is not limited to” should be restored.• Disagree that “property violations, the failure to report observed fraud” should be

restored. Rationale is that “plagiarism” and “misappropriation of resources” covers theintent of the deleted phrase. The concern is over theft of ideas and data and misuse offunds or other resources. Encouraging faculty, staff or students to report observed fraudwill be coveted under a proposed whistleblower policy.

Revised RP 12.201, lll.A.“In the conduct of research and scholarly activities, faculty and staff shall adhere to strict ethicalstandards of conduct. Failure to adhere to ethical standards includes, but is not limited tofalsification of data, plagiarism, breach of confidentiality, dishonesty in publications, deliberateviolations of regulations, misappropriation of resources, utilizing one’s official capacity to gainundue benefits for oneself or others, exploiting subordinates, including students, and failing todisclose and properly manage potential conflicts of interest.”

RP 12.207 — Research Corporation of the University of Hawai’i

R&l comments• Suggested that bond funds be removed from the definition of intramural funds.• Suggested that the sentence about mandatory cost sharing or matching be removed from

the definition of intramural funds as it is already addressed in RP 12.207, Section lll.C.1.

• Questioned the use of “separately accounted for” in the definition of research or trainingproject as it is confusing.

• Suggested that the authority of the Board chair to appoint UH Board members to theRCUH board be included.

• Suggested clarification on whether the Board or administration be responsible forexecuting and amending the agreement between UH and RCUH.

• Requested that a report summarizing service orders to RCUH by type and the fees paid toRCUH for services in consideration of the services provided be submitted to the Boardannually.

Administration response• Suggested changes have been made.

o Although bond funds have been removed from the intramural funds definition,we understand that they could still be service ordered subject to review andapproval by the UH Board unless explicitly prohibited by law.

o The exemption for mandatory cost sharing or matching has been removed fromthe intramural funds definition and added in RP 12.207, Section lll.C.1 to enhanceclarity.

o The phrase “separately accounted for” has been removed from the research ortraining project definition for clarity.

o The Hawai’i Revised Statutes (HRS) do not allow UH Board member appointmentsto the RCUH board to go beyond their UH Board appointment. Thus, annualappointments by the UH Board chair will allow UH to be compliant with the HRS.

o Because the administration works with RCUH on a regular basis, the President orPresident’s designee is in a better position to evaluate and negotiate the terms ofthe agreement between UH and RCUH. This also allows the UH Board toobjectively evaluate and critique the agreement as it was not directly involved inthe process.

Periodic review has replaced annual review. Twenty years have passedsince the current agreement was executed and the majority ofamendments were to revise the management fee. Any major amendmentswill be subject to approval by both the UH and RCUH boards.

o Information about RCUH service orders could be compiled from existing reportsinto a single report to the Board.

Revised RP 12.207 sectionsRP 12.207, II. B.“Intramural funds — Refers to funds appropriated to the University such as research and trainingrevolving funds (RTRF) and tuition and fee special funds. In the context of this policy, intramuralfunds excludes general funds.”

Research or training project — Refers to research, training or other activities that are funded byexternal contracts and grants or through an application of intramural funds. Examples ofintramural funds that are for research and training projects include a formal seed money grant

program as well as projects funded by an academic or research units’ appropriated funds such asRTRF or unrestricted gifts toward pilot projects or faculty start-up costs.”

RP 12.207, lILA.“The RCUH was established by state statute, in part, to facilitate the research and training effortsof the University of Hawai’i. It is a corporate body governed by an independent board withmembers of the university community. A statutorily determined number of members comprisethe RCUH board. The Board chairperson shall assign two UH Board members to the RCUH boardannually.”

RP. 12.207, lIl.C.1.“Except for mandatory cost sharing or matching, [p]rior Board approval is required for serviceorder of intramural funds for:”

RP 12.207, lll.F.“The President or President’s designee shall execute a document of relationship between theUniversity and RCUH delineating the parameters of service to be rendered. This document shallbe reviewed periodically and amended as necessary.”

New RP 12.207 sectionRP 12.207, IlI.G.“The President or President’s designee shall submit an annual report to the Board summarizingthe service orders to RCUH by type and the fees paid to RCUH in consideration of the servicesprovided and pursuant to the agreement between the University and RCUH.”

UNIVERSITY Board of Regents Policy, RP 12.201of HAWAI’I Ethical Standards of Conduct

BOARD OF REGENTS

Page 1 of 2

Regents Policy Chapter 12, ResearchRegents Policy RP 12.2011 Ethical Standards of ConductEffective Date:Prior Dates Amended: Oct. 311 2014 (recodified)Review Date: August 2019

I. Purpose

To set forth policy regarding ethical standards of conduct in research and scholarlyactivities.

II. Definitions

No policy specific or unique definitions apply.

lii. Policy

A. In the conduct of research and scholarly activities, faculty and staff shall adhereto strict ethical standards of conduct. Failure to adhere to ethical standardsincludes, but is not limited to falsification of data, plagiarism, breach ofconfidentiality, dishonesty in publications, deliberate violation of regulations,misappropriation of resources, utilizing one’s official capacity to gain unduebenefits for oneself or others, exploiting subordinates, including students, andfailing to disclose and properly manage potential conflicts of interest.

IV. Delegation of Authority

There is no policy specific delegation of authority.

V. Contact Information

Office of the Board of Regents, 956-8213, [email protected]

VI. References

A. http :Ilwww. hawaii .ed u/offices/borlE. EP 12.211, Policy for Responding to Allegations of Research and Scholarly

MisconductC. EP 12.214, Conflicts of Interest and Commitment

RP 12.201Page2of2

D. EP 12.218, Compliance with United States Export Control Laws andRegulations

E. AP 12.211, Administrative Procedure for Responding to Allegations ofResearch and Scholarly Misconduct

F. AP 5.504, Procedures for Disclosing and Addressing Conflicts of Interest andCommitment

G. AP 8.025, Fiscal Responsibilities Within the UniversityH. AP 8.926, Administrative and Financial Requirements for Extramurally

Financed Research and Training Programs/Activities of the UniversityI. AP 8.956, Financial Conflicts of Interest (FCOI) for Public Health Services

(PHS) Grants, Cooperative Agreements and Contracts]. Regulation and Compliance (NCURA) — A copy is on file at the Office of

Research Services for examination for faculty and staff who wish to see asummary of Federal regulations that impact research and scholarly activities.

VII. Exhibits and Appendices

No Exhibits and Appendices found

Approved:

Approved as to Form:

Cynthia Quinn DateExecutive Administrator andSecretary of the Board of Regents

UNIVERSITY Board of Regents Policy, RP 12.201of HAWAI’F Ethical Standards of Conduct

BOARD OF REGENTS

Page 1 012

Regents Policy Chapter 12, ResearchRegents Policy RP 12.201, Ethical Standards of ConductEffective Date:Prior Dates Amended: Oct. 31, 2014 (recodified)Review Date: August 2019

I. Purpose

To set forth policy regarding ethical standards of conduct in research and scholarlyactivities.

II. Definitions


Ill. Policy

A. In the conduct of research and scholarly activities, faculty members and staffshall adhere to strict ethical standards of conduct. Failure to adhere to ethicalstandards includes, but is not limited to falsification of data, plagiarism,abusebreach of confidentiality, dishonesty in publications, deliberate violation ofregulations, misappropriation of resources, utilizing one’s official capacity togain undue benefits for oneself or others, exploiting subordinates, includingstudentsproperty violations, the failure to report observed fraud, and failing todisclose and properly manage potential conflicts of interest.





VL References

A. http:llwww.hawaii.edu/offices/bor/

B.EP 12.211, Policy for Responding to Allegations of Research and ScholarlyMisconduct

RP 12.201Page 2 of 2

C. EP 12.214, Conflicts of Interest and CommitmentD. EP 12.218, Compliance with United States Export Control Laws and

RegulationsE. AP 12.211, Administrative Procedure for Responding to Allegations of

Research and Scholarly MisconductF. AP 5.504, Procedures for Disclosing and Addressing Conflicts of Interest and

Commitment0. AP 8.025, Fiscal Responsibilities Within the UniversityH. AP 8.926, Administrative and Financial Requirements for Extramurally

Financed Research and Training Programs/Activities of the UniversityI. AP 8.956, Financial Conflicts of Interest (FCOI) for Public Health Services

(PHS) Grants, Cooperative Agreements and ContractsB7J. Regulation and Compliance (NCURA) — A copy is on file at the Office of

Research Services for examination for faculty and staff who wish to see asummary of Federal regulations that impact research and scholarly activities.



Approved:



UNIVERSITY Board of Regents Policy, RP 12.207of HAWAI’F Research Corporation of the University

BOARD OF REGENTS of Hawai’i (“RCUH”)

Page 1 of 3

Regents Policy Chapter 12, ResearchRegents Policy RP 12.207, Research Corporation of the University of Hawai’i (“RCUH”)Effective Date:Prior Dates Amended: Oct. 31, 2014 (recodified)Review Date: August 2019

Purpose

To set forth policy regarding the relationship between the University and RCUHand the Board conditions for service ordering University funds to RCUH.

II. Definitions

A. Extramural contracts and grants — Refers to external sponsorship of research,training or other activities via a contract, grant or other agreement. In thecontext of this policy, extramural contracts and grants includes Federal formulafunds, but excludes student financial aid.

B. Intramural funds — Refers to funds appropriated to the University such asresearch and training revolving funds (RTRF) and tuition and fee special funds.In the context of this policy, intramural funds excludes general funds.

C. Mandatory cost sharing or matching — Refers to a sponsor imposedrequirement to share or match intramural funds in order to receive sponsorfunds under a grant or other agreement.

D. Research or training project — Refers to research, training or other activities thatare funded by external contracts and grants or through an application ofintramural funds. Examples of intramural funds that are for research andtraining projects include a formal seed money grant program as well as projectsfunded by an academic or research units’ appropriated funds such as RTRF orunrestricted gifts toward pilot projects or faculty start-up costs.

E. Service order — a formal request by the University to utilize RCUH services toassist the University in carrying out its instruction, research, training, or publicservice mission.

F. University funds — Refers to extramural contracts and grants and intramuralfunds received by the University.


Ill. Policy

A. The RCUH was established by state statute, in part, to facilitate the researchand training efforts of the University of Hawai’i. It is a corporate body governedby an independent board with members of the university community. Astatutorily determined number of members comprise the RCUH board. TheBoard chairperson shall assign two UH Board members to the RCUH boardannually.

B. The University service orders extramural contracts and grants to RCUH.However, RCUH shall not be used to circumvent statutes, Board policies,contracts, settlements, or regulations.

C. Service ordering of intramural funds to RCUH shall be for the direct support ofresearch or training projects.

1. Except for mandatory cost sharing or matching, prior Board approval isrequired for service order of intramural funds for:

a. Major construction (CIP) and repair and maintenance (R&M) projects inaccordance with the threshold delineated in RP 8.201, Section B.J;

b. Purchases of goods or services in accordance with the thresholddelineated in RP 8.201, Section Ill.E.1; or

c. Consultant contracts in accordance with the threshold delineated in RP8.201, Section lll.C.1.

D. Extramural proposals and awards must be processed by the University’s officeresponsible for the administration of research and training grants and contracts.Proposals may not be submitted by or awards made to RCUH on behalf of theUniversity unless the President or the President’s designee has made adetermination that the research or training project should be processed as anRCUH direct project and RCUH has accepted the responsibility.

E. In the case of intramural funds, requests to service order to RCUH must bereceived by University officials delegated with approving authority to make suchdeterminations by the President or the President’s designee. Upon receipt, adetermination by the University shall be made as to service ordering to RCUHbased on this policy.

F. The President or President’s designee shall execute a document of relationshipbetween the University and RCUH delineating the parameters of service to be


rendered. This document shall be reviewed periodically and amended asnecessary.

G. The President or President’s designee shall submit an annual report to theBoard summarizing the service orders to RCUH by type and the fees paid toRCUH in consideration of the services provided and pursuant to the agreementbetween the University and RCUH.





VI. References

A. http://www.hawaii.edu/offices/borlB. AP 8.910, Procedures for the Preparation and Submission of Proposals to

External Sponsors and the Review/Approval of Sponsored AgreementsC. AP 8.930, Service Orders to the Research Corporation of the University of

H awai’D. AP 8.931, Revolving Fund Service Orders to the Research Corporation of the

University of Hawai’i



Approved:



UNIVERSI1Y Board of Regents Policy, RP 12.207of HAWAI I Research Corporation of the University

BOARD OF REGENTS of Hawaii (“RCUH”)

Page 1 of 4

Regents Policy Chapter 12, ResearchRegents Policy RP 12.207, Research Corporation of the University of Hawaii (“RCUH”)Effective Date:Prior Dates Amended: Oct. 31, 2014 (recodified)Review Date: August 2019

Purpose

To set forth policy regarding the establishment of RCUH and its relationship tobetween the Uuniversity and RCUH and the Board conditions for service orderingUniversity funds to RCUH.

II. Definitions

No policy specific or unique definitions apply. A. Extramural contracts and grants— Refers to external sponsorship of research, training or other activities via acontract, grant or other agreement. In the context of this policy, extramuralcontracts and grants includes Federal formula funds, but excludes studentfinancial aid.

B. Intramural funds — Refers to funds appropriated to the University such asresearch and training revolving funds (RTRF) and tuition and fee special funds.In the context of this policy, intramural funds excludes general funds.

C. Mandatory cost sharing or matching — Refers to a sponsor imposedrequirement to share or match intramural funds in order to receive sponsorfunds under a grant or other agreement.

D. Research or training project — Refers to research, training or other activities thatare funded by external contracts and grants or through an application ofintramural funds. Examples of intramural funds that are for research andtraining projects include a formal seed money grant program as well as projectsfunded by an academic or research units’ appropriated funds such as RTRF orunrestricted gifts toward pilot proiects or faculty start-up costs.

E. Service order — a formal request by the University to utilize RCUH services toassist the University in carrying out its instruction, research, training, or publicservice mission.


F. University funds — Refers to extramural contracts and grants and intramuralfunds received by the University.

Ill. Policy

A. The RCUH was established by state statute, in part, to facilitate the researchand training efforts of the University of Hawai’i. It is a corporate body governedby an independent board, separate from with members of the universitycommunity. A statutorily determined number of members of the board alsocomprise the RCUH board. The Board chairperson shall assign two UH Bboardmembers to the RCUH board annually.

B. The university service orders research extramural contracts and grants toRCUH. However, RCUH shall not be used to circumvent statutes, Boardpolicies, contracts, settlements, or regulations.

fl_Service ordering of intramural funds to RCUH shall be for the direct support of aresearch or training projects. and shall not include major construction (CIP) andrepair and maintenance (R&M) projects, employment of any person in excessof one year, purchases in excess of $500,000 (total value), as a means tosupplement existing university contracts or salaries, and contracting of servicesexceeding $500,000 in total value unless prior board approval is obtained.

1. Except for mandatory cost sharing or matching, prior Board approval isrequired for service order of intramural funds for:

a. Major construction (CIP) and repair and maintenance (R&M) projects inaccordance with the threshold delineated in RP 8.201, Section B.1;

b. Purchases of goods or services in accordance with the thresholddelineated in RP 8.201, Section Ill.E.1; or

c. Consultant contracts in accordance with the threshold delineated inRP 8.201, Section lll.C.1.

D.No university funds, regardless of source, shall be directed to RCUH or anyexternal agency without being received by the university’s office responsible forthe dminictration of research and training grant rind nnntrmtc P._xtramuralproposals and awards must be processed by the University’s office responsiblefor the administration of research and training grants and contracts. Proposalsmay_not_be_submitted by or awards made to RCUH on behalf of the Universityunless the President or the Presjdent’s designee has made a determination that


the research or training project should be processed as an RCUH direct projectand RCUH has accepted the responsibility.

E. In the case of intramural funds, requests to service order to RCUH mustbe received by University officials delegated with approving authority to makesuch determinations by the President or the President’s designee. Uponreceipt, a determination by the Uuniversity shall be made as to service orderingto RCUH based on this policy.

FThe board President or President’s designee shall execute a document ofrelationship between the Uuniversity and RCUH -delineating the parameters ofservice to be rendered. This document shall be reviewed periodicallyannually toallow for periodic and amendedments as necessary.

G. The President or President’s designee shall submit an annual report to theBoard summarizing the service orders to RCUH by type and the fees paid toRCUH in consideration for its services and pursuant to the agreement betweenthe University and RCUH.





VI. References

A. hffp :Ilwww. hawaii .ed u/offices/bor/

BEP 12.227AP 8.910, Procedures for the Preparation and Submission ofProposals to External Sponsors and the Review/Approval of SponsoredAgreements

C. AP 8.930, Service Orders to the Research Corporation of the University ofHawaii

BD. AP 8.931, Revolving Fund Service Orders to the Research Corporation ofthe University of Hawaii



Approved:




Ian S. Gouveia

13N I \/ F R.S II ‘i’ Vice President for Administration

of HAWAI’I’ REëEIVEOSYSTEM

16 tiY26 P4:41

CD<-‘-,‘ r!.1

SUBJECT: APPROVAL OF AMENDMENTS TO RP 9.212, EXECUTIVE ANDMANAGERIAL PERSONNEL POLICIES, AND RP 9.218, DELEGATIONOF PERSONNEL ACTIONS

Specific Action Requested

For reasons set forth below, the Board of Regents (Board) of the University of Hawai’i(University) is requested to approve amendments to Regents Policy 9.2 12, Executiveand Managerial Personnel Policies (RP 9.212), and Regents Policy 9.218, Delegation ofPersonnel Actions (RP 9.218), in accordance with the terms and conditions set forthherein.

Recommended Effective Date

July 1,2016

Background

Executive and managerial employees (EM) are a class of University employees that areappointed by the Board and whose terms of employment are governed by RP 9.212. Ithas existed as a personnel class since at least 1976, and the policies that havegoverned the structure and framework for the terms of employment naturally progressedover the decades into its current state. This pathway has resulted in the current versionof RP 9.2 12 to focus more on transactional and procedural matters rather thangovernance and policy concerns.

2444 Dole Street, Bachman Hall 109HHonolulu, Hawai’i 96822

Telephone: (808) 956-6405 Fax: (608) 956-9701


REVISEDMEMORANDUM

TO: RANDOLPH MOORE

VIA:

UNIVERSITY OF HA*AILPRESIDENT’S OFFICE

DAVID LASSNEPRESIDENT

FROM:

DATE:

JAN GOIVICE PRI

MAY26, 2’

Randolph MoorePage 2May26, 2016

EMs, as a class, are often located within the higher ranges of compensation at theUniversity. As such, it is vital for the Board’s policies regarding EMs to reflect fiscalresponsibility and administrative transparency.

The Personnel Committee was updated on March 9, 2016, and April 7, 2016, withrecommended changes to RP 9.212. High-level objectives were identified, and a draftamended policy was discussed. Based on comments and feedback received duringthese meetings, a final amended draft of RP 9.212 was submitted to the PersonnelCommittee on May 18, 2016, for approval as Attachment 1. A copy of the current draftof RP 9.2 12 is set forth in Attachment 2 (Current Policy).

Based on the action taken at the May 18, 2016, Personnel Committee meeting, arevised amended policy that reflects changes approved by the Personnel Committee issubmitted for approval at this time as Attachment 3 (Amended Policy).

Discussion: RP 9.212

When compared against the Current Policy, the Amended Policy appears substantiallydifferent in organization and form. This is because the Amended Policy removes theadministerial and transactional elements of the Current Policy and reorganizes thelayout to present the policy in a more logical fashion that maps against the life cycle ofan EM position: Establishment and Classification; Salary Schedule; Recruitment;Appointment and Initial Salary; Evaluation; Salary Adjustments; Term and Termination;Professional Improvement Leave; and Other Conditions of Service.

The principles and objectives of the Current Policy, however, remain substantiallyunchanged in the Amended Policy. Furthermore, there is an added emphasis onensuring that EM salaries are prudent and fiscally responsible with an understandingthat the President is responsible for establishing all necessary and appropriateexecutive policies and procedures to implement the spirit and intent of the AmendedPolicy in a transparent and responsible manner.

There has been particular attention paid to the Current Policy regarding salaries of EMs.To that end, the Amended Policy instructs the President to establish a salary schedulefor all EM positions, which sets forth minimum, mean, and maximum salary rangesbased on relevant competitive markets, including higher education and local markets,as well as on the level of responsibility of the position, equity in relation to comparableUniversity positions, and value of the hire in fulfilling the strategic mission of theUniversity. See Attachment 3, Section lll.B.1.

Additionally, the Amended Policy codifies the current practice whereby the hiringmanager makes the initial selection and appointment (Appointing Authority), subject to

Randolph MoorePage 3May 26, 2076

the approval by an authority that is at least one level above the Appointing Authority(Approving Authority). To that end, the following authority is established in theAmended Policy:

Authority Approving Authority

• All positions that reportto positions that directly

All positions report to the BoardBoard reporting directly • All appointments

to the Board exceeding themaximum of the rangein the Salary Schedule

All appointments aboveAll other EMs the mean and up to and

President (unless including the maximumdelegated) of the range in the Salary

Schedule

President may delegateall appointments up toChancellor As delegated by

. and including the meanand Below the Presidentof the range in the SalarySchedule

Discussion: RP 9.218

RP 9.218, Delegation of Personnel Actions, delegates authority to approve all personnelactions to the President or designee, except for those certain actions that are identifiedin RP 9.218 as requiring Board approval. It is recommended that RP 9.27 8 beamended, as set forth in Attachment 4, to be consistent with Amended Policy RP 9.2 12.A clean version of amended RP 9.27 8 is set forth in Attachment 5.

Specific Action Recommended

In accordance with the above, the Board is recommended to approve an amended RP9.212, Executive and Managerial Personnel Policies, as set forth in Attachment 3, andRegents Policy 9.218, Delegation of Personnel Actions (RP 9.21 8), as set forth inAttachment 5.

Attachment 1

UNIVERSITYof HAWAI’r Board of Regents Policy, RP 9.212

Executive and Managerial PersonnelBOARD Of REGENTS Policies

Regents Policy Chapter 9, PersonnelRegents Policy RP 9.212, Executive and Managerial Personnel PoliciesEffective Date: [date of approval]Prior Dates Amended: July 1, 1982; Oct. 21, 1988; Sept. 11, 1998; Oct. 22, 1999;Oct. 19, 2001; Oct 18, 2002; Oct. 17, 2003; Oct. 19, 2006; Sept. 27, 2007; Jan. 10,2008; Apr. 16, 2009; August 1,2014 (recodified)Review Date: August 2019

I. Purpose and Authority

This Regents Policy RP 9.212 (“Policy”) provides a framework for the terms andconditions of service applicable to individuals appointed by the Board of Regents(“Board”) to executive and managerial (“EM”) positions at the University ofHawai’i, (“University”), which are excluded from a bargaining unit as specified inSection 89-6(0(2), Hawaii Revised Statutes (“HRS”), due to top-level executive,managerial, and administrative responsibilities. All employment actions takenpursuant to this Policy shall be in accordance with RP 1 .205, Policy onNondiscrimination and Affirmative Action.

This Policy is established pursuant to the authority granted to the Board by ArticleX, Section 6 of the Constitution of the State of Hawaii, and by HRS Section304A-1 001 (as amended from time to time).

This Policy supersedes all prior policies and practices that may conflict with anyprovision contained herein.

II. Definitions

The term “EM” shall mean executive and managerial positions at the University.

Ill. Board Policy

A. Establishment and Classification

1. There shall be an EM class of positions established based on the needs ofthe University and in a manner consistent with the University’sorganizational structure. Generally speaking, executive and managerialpositions (1) have system-wide, campus-wide, or major campus programresponsibilities and report directly to the Board, President, or Chancellor,

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UNIVERSITYof HAWAI’I’ Board of Regents Policy, RP 9.212


(2) report directly to executives and head major organizational segmentsof the University, or (3) serve as high level executive assistants. TheBoard retains authority to establish, classify, and abolish positionsreporting to the Board and to the President. The President retainsauthority, which shall not be further delegated, to establish, classify, andabolish all other positions.

2. Positions shall be classified according to the complexity, breadth, anddepth of responsibility and the critical importance of the position to theoperation of the University. Each position shall be analyzed and describedin writing to ensure equity within the University organization whileconsidering comparable university systems nationwide.

B. Salary Schedule

1. The University aspires to provide compensation for its EM personnel thatis competitive with pay levels of individuals who have similarresponsibilities, demonstrated competence, and breadth of demonstratedexperience. The President shall establish a salary schedule for all EMpositions (“Salary Schedule”), which sets forth minimum, mean, andmaximum salary ranges based on relevant competitive markets, includinghigher education and local markets, as well as on the level of responsibilityof the position, equity in relation to comparable University positions, andvalue of the hire in fulfilling the strategic mission of the University.

2. Annually, the President shall provide the Board a copy of the currentSalary Schedule and a listing of all EM positions that indicates theplacement within the Salary Schedule. For vacant positions, the listingshould show the date the vacancy occurred and intentions regarding thefilling or reassignment of the position. For filled positions, the listingshould show the date of appointment to the position, current salary, andthe reason for any change to compensation that occurred since the priorreport.

C. Recruitment

1. Recruitment for any vacant position shall require prior written approval ofthe President.

2. The University of Hawai’i seeks to attract the best-qualified candidates

2 of 7

UNIVERSITYof I—IAWAI’I’ Board of Regents Policy, RP 9.212

Executive and Managerial PersonnelBOARD OF REGENTS Policies

who support the mission of the University and who respect and promoteexcellence through diversity. In support of this goal, EM vacancies shallbe advertised in locations which are considered appropriate sources forrecruitment.

3. Waiver of recruitment for positions reporting directly to the President shallrequire approval of the Board. The President may waive recruitment forall other EM positions.

D. Appointment and Initial Salary

1. To attract and retain competent and experienced personnel, it is theaspiration of the University to offer compensation that is competitive withthe market from which the personnel are recruited, including highereducation and local markets. For comparison purposes, totalcompensation shall include salary and benefits.

2. Appointments should be at the minimum of the range unless a highersalary is justified based on:

• the candidate’s knowledge, skills, and experience;• the candidate’s current salary; and• Budget and fiscal conditions of the unit.

3. There shall be an Appointing Authority for every EM position (“AppointingAuthority”). The Board shall be the Appointing Authority for all EMpositions reporting directly to the Board. The President shall be theAppointing Authority for all other EM positions at the University, however,positions reporting directly to the President shall be subject to Boardapproval. Except for positions reporting directly to the President, thePresident shall have the authority to further delegate Appointing Authorityfor all other EM positions.

4. There shall be an Approving Authority that is at least one level above theAppointing Authority in the organization (“Approving Authority”). ThePresident shall serve as the Approving Authority for all appointmentsabove the mean and up to the maximum of the range within the SalarySchedule. Except for positions reporting directly to the Board and thePresident, the President shall have the authority to further delegate

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UNIVERSITYof HAWAI’r Board of Regents Policy, RP 9.212

Executive and Managerial PersonnelBOARD OF REGENTS Policies

Approving Authority for all other EM positions up to the mean of the rangewithin the Salary Schedule.

All appointments exceeding the maximum of the range set forth in theSalary Schedule shall require approval of the Board.

5. EM appointments are not contractual appointments to specific positionsand may be reassigned and/or receive an adjustment in pay based onchanging assignments of responsibilities to meet the needs of theUniversity. No employment contracts aside from the regular Universityemploying documents shall be offered to any EM employee.

E. Evaluation

1. EM employees are expected to perform their duties and responsibilities ina manner that achieves the highest standards of quality andprofessionalism. To that end, evaluations are a critical component of thecontinued employment, professional development, and compensation ofall EM employees.

2. The assigned responsibilities, performance, and accomplishments of eachappointee to an EM position shall be evaluated annually. The evaluationshall be consistent with criteria and procedures established by thePresident and the Appointing Authority, including specific metrics alignedto the University’s strategic goals. The review shall also includeidentification of specific goals to be accomplished in the coming year.

F. Salary Adjustments

1. To ensure that EM salaries are competitive, salary adjustments may begranted based on merit, subject to the availability of Board-authorizedfunds for salary adjustments.

2. The Board shall establish guidelines and approve salary adjustments forpositions reporting directly to the Board. The President shall establishguidelines and approve salary adjustments for all other positions, anauthority which shall not be further delegated. The President shall reportto the Board on guidelines used for salary adjustments for positions underthe President’s delegated authority.

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UNIVERSITYof HAWAI’I’ Board of Regents Policy, RP 9.212


G. Term and Termination

1. Subject to the terms of this Policy, EM positions are at-will and serve atthe pleasure of the Board. The Appointing Authority for an EM position,as set forth in Section lll.D of this Policy, has the authority to terminatethe EM’s employment with the University. Termination of EM personnelfrom employment, either with or without cause, is not appealable.

2. EM personnel without return rights to another position may be terminatedfrom employment, without cause, at any time by being provided three (3)months prior written notice during the first two (2) years of employmentand six (6) months prior written notice after the first two (2) years ofemployment.

3. EM personnel with return rights to another position may be terminatedfrom their EM position, without cause, at any time by being provided thirty(30) days written notice. The salary at the time of return shall be thatwhich the individual would have received had he/she not accepted the EMappointment; provided, however, the President may approve adjustmentsto the return-salary as deemed equitable and appropriate.

4. EM personnel may be terminated from employment for cause, effectiveimmediately, with no obligation of prior notice on the part of the Board orUniversity. In termination for cause, the employment relationship with theBoard or University shall cease immediately with no further employmentrights or obligations, and such decision shall be considered final.

H. Professional Improvement Leave

1. EM personnel may be granted leave with pay for professionalimprovement consistent with development in their profession and theneeds of the University. Professional improvement leave is a privilege forthe purpose of advancing the University by (1) enhancing theperformance of the employee and thereby, enriching the University’sprograms or (2) enabling EM employees to prepare to assume or resumefaculty or professional duties after significant administrative service to theUniversity. The leave shall be used to enhance or gain professionalexpertise and engage in professional activities to serve the University insupport of the University’s mission and goals.

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UNIvERSITYof HAwAI’r Board of Regents Policy, RP 9.212


2. Professional improvement leave may be granted after six (6) years of full-time continuous service, including creditable service in other Boardclassifications, for periods of up to six (6) months at full pay or twelve (12)months at half pay with total months earned at the rate of one (1) monthfor each year of service. Leaves of shorter duration and intermittentleaves may also be granted. However, the total duration of theintermittent leave taken with pay should not exceed the total leaveprovided for under this Policy. The President may grant exceptions to theminimum creditable service requirement when deemed in the bestinterests of the University.

3. The leave approved under this provision shall be taken at the salaryapplicable to the position the individual will occupy upon return from theprofessional improvement leave. For example, if the individual will returnto an EM position, the leave may be taken at the current EM salary,however, if the individual will return to a faculty position, the leave shall betaken at the appropriate faculty salary for the faculty position.

4. An individual granted a leave with pay for professional improvement shallagree to return to service at the University. The return service obligationshall be equivalent to the duration of the leave. Upon the return of theindividual from professional leave, the individual shall submit a writtenreport to the appropriate supervisor on the activities during the leave.

I. Other Conditions of Service

1. EM personnel shall be granted all rights and benefits accorded otherUniversity employees as provided by statute, rule, or Board policy,except as may be specifically modified by this Policy or other policies ofthe Board. These rights and benefits shall be subject to adjustments andmodifications as provided by HRS Chapter 89C, which provides forcomparability with bargaining unit members. Any additional benefitsshall require prior approval of the Board.


Specified in Sections llI.B and lll.D above

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UNIVERSITYof FIAWAI’1’

BOARD Of REGENTS


Board of Regents Policy, RP 9.212Executive and Managerial Personnel

Policies

Office of the Board of Regents, 808-956-8213

VI. References

• http://www.hawaii.edu/offices/bor/

http://www.capitol.hawaii.gov/hrscurrentlVol02 Ch0046-01 15/HRSOO89/HRS 0089-0006.htm

http://www.capitol. hawaii.gov/h rscurrentlVol02 Ch0046-01 15/HRSOO89C/HRS 0089C-.htm

http://www.capitol.hawaii.qov/hrscurrentlVol0l Ch000l-0042 F/ConstICONST 0010-0006. htm

• http://www.capitol.hawaii.qov/hrscurrentNol05031 9/HRSO3O4A/HRS 0304A-1 001 .htm


No Exhibits or Appendices Found

VIII. Approved


Cynthia QuinnExecutive Administrator and Secretary of theBoard of Regents

Date

•

Ch0261 -

7 of 7

Attachment 2

UNIVERSITY Board of Regents Policy, RP 9.212of HAWAI’I Executive and Managerial

HOARD Of REGENTS Personnel Policies

Regents Policy Chapter 9, PersonnelRegents Policy RP 9.212, Executive and Managerial Personnel PoliciesEffective Date of Recodification: August 1, 2014Prior Dates Amended: July 1, 1982; Oct. 21, 1988; Sept. 11, 1998; Oct. 22, 1999; Oct.19, 2001; Oct 18, 2002; Oct. 17, 2003; Oct. 19, 2006; Sept. 27, 2007; Jan. 10, 2008;Apr. 16, 2009Review Date: August2019

I. Purpose

To set forth policy regarding executive and managerial personnel.

II. Definitions

Executive: Those personnel with systemwide, campuswide or major campusprogram responsibility who generally report directly to the president or Board ofRegents, that is, executive administrator and secretary of the board, vice presidents,chancellors, vice chancellors, deans (university), the directors of the Institute forAstronomy and Cancer Research Center, and the internal auditor. Consequently, byvirtue of reporting lines, policy and statute, the president is not defined as anexecutive employee, but in a singular category with appointment and terms andconditions of employment subject to the discretion of the board.

Managerial: Those who are heads of major organizational segments of the universityor represent the president in their area of cognizance in dealing with the executiveand legislative branches of government, e.g., associate vice presidents, deans at thecommunity colleges, associate deans (university and community colleges), assistantdeans (university and community colleges), and directors and associate/assistantdirectors of academic and administrative units, and executive assistants.

Ill. Policy

A. Introduction

1. Purpose/Applicability. The purpose of these policies is to specify theconditions of service applicable to individuals appointed by the Board ofRegents (“Board”) to executive and managerial positions which are excludedfrom an appropriate bargaining unit as specified in Section 89-6, Hawaii

Revised Statutes, due to top-level executive, managerial, and administrative

PagelofiS

UNIVERSITY Board of Regents Policy, RP 9.212of HAWAI’I’ Executive and Managerial

BOARD OF REGENTS Personnel Policies

responsibilities.

2. Authority. These policies are established pursuant to the authority granted tothe board by Article X, Section 6 of the Constitution of the State of Hawaii,and by Sections 76-16(11), 304-11, and 304-13, Hawaii Revised Statutes (asamended from time to time).

3. Definition. Executive and managerial personnel shall include the following:

a. Executive: Those personnel with systemwide, campuswide or majorcampus program responsibility who generally report directly to thepresident or Board of Regents, that is, executive administrator andsecretary of the board, vice presidents, chancellors, vice chancellors,deans (university), the directors of the Institute for Astronomy and CancerResearch Center, and the internal auditor. Consequently, by virtue ofreporting lines, policy and statute, the president is not defined as anexecutive employee, but in a singular category with appointment andterms and conditions of employment subject to the discretion of the board.

b. Managerial: Those who are the heads of major organizational segments ofthe university or represent the president in their area of cognizance indealing with the executive and legislative branches of government, e.g.,associate vice presidents, deans at the community colleges, associatedeans (university and community colleges), assistant deans (universityand community colleges), and directors and associate/assistant directorsof academic and administrative units, and executive assistants.

4. Review. These policies, including the appropriateness of utilizing the Collegeand University Professional Association for Human Resources (CUPA-HR)salary survey and salaries derived therefrom, shall be reviewed at least onceevery two years by a committee of executive and managerial personnelappointed by the president. Appropriate recommendations shall betransmitted to the president for review and forwarding to the board for itsapproval.

5. Implementation. These policies supersede all prior policies and practiceswhich may conflict with any provision contained herein. The president shall beresponsible for the implementation and compliance of these policies by allpersonnel of the university. Exceptions to the board policies contained hereinmay be made only upon approval of the board.

B. Recruitment and Appointment of Executive and Managerial Personnel

Page 2of18

UNIVERSITY Board of Regents Policy, RP 9.212of HAWAI’I” Executive and Managerial


1. General. Recruitment of and appointments to executive and managerialpositions shall be made in accordance with the following policies.

2. Recruitment/Selection of candidates

a. Executive and managerial vacancies shall be advertised in locations whichare considered appropriate sources of recruitment and shall be incompliance with applicable equal employment opportunity/affirmativeaction requirements. Executive positions which directly supervise or haveresponsibility over instruction or research programs shall normally requirea terminal degree in the field of involvement. Such positions shall be filledthrough national recruitment.

Managerial positions may be filled through an internal search process inwhich existing employees of the particular campus or within the Universityof Hawai’i System can apply and be considered for the position.

Executive and managerial positions which have supervision of orresponsibility over administrative support, academic support, studentservices or community service programs normally do not require aterminal degree. Such positions may be filled through local recruitment.

Waiver of recruitment for positions reporting directly to the president shallrequire approval of the board. The president may waive recruitment forother executive and managerial positions when appropriate.

b. Where appropriate, an advisory committee may be established to advisethe president, or other responsible administrator. If an advisory committeeis established, the president or other responsible administrator shallprovide the committee with the following directions:

(1) The scope of the committee’s tasks.

(2) The criteria to be followed if candidates are to be evaluated.

(3) Appropriate time limits.

(4) The form of any recommendation to be made (Example: eachcandidate shall be determined as “qualified” or “not qualified” withoutany indication of ranking).

c. The president shall periodically consult with the board on the status and

Page3ofl8


BOARD Of REGENTS Personnel Policies

other pertinent information regarding the search and selection process forexecutive and managerial positions.

d. These guidelines do not apply in the case of temporary assignments;where additional duties which are not substantial are assigned to anindividual previously appointed by the board above and beyond theincumbent’s current duties; where reassignments are made because oforganizational changes; or where reassignments are made from oneexecutive or managerial position to another executive or managerialposition.

3. Appointments. Appointments to executive positions of executive administratorand secretary of the board, vice president, chancellor, and internal auditor aresubject to board approval and considered to be a consent of employment andnot contractual appointments to specific positions. Appointments to position ofvice chancellors, deans (university), directors of the Institute for Astronomyand Cancer Research Center, and other positions defined as managerial aresubject to presidential approval and considered to be a consent ofemployment and not contractual appointments to specific positions. Theuniversity may reassign such personnel to any executive or managerialposition at its discretion during the term of an appointment without loss of pay.Such appointees serve at the pleasure of the university and as such, noemployment contracts aside from the normal university employing documentsshall be offered to any executive or managerial employee.

a. Initial executive appointments

(1) Executive and managerial personnel with return rights shall normallybe appointed for one year at a time, but initial appointments of up tothree years duration may be made.

(2) Executive and managerial personnel without return rights may initiallyhave term appointments not exceeding five (5) years.

(3) Appointments which requite an individual with specialized experienceand management skills to develop new programs, such as a newschool or college, may be made at a title and salary commensuratewith the assignment, pending the establishment of the executive ormanagerial position.

(4) Executive and managerial personnel with multi-year appointmentsserve at the pleasure of the university and, as such, shall be subject

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UNIVERSITY Board of Regents Policy, RP 9.212of HAWAI’F’ Executive and Managerial


to appropriate performance criteria and shall be required to maintainsatisfactory performance as a condition of continued employment. Ifsatisfactory performance is not maintained, the executive or managermay be reassigned or terminated in accordance with section b(6) orb(7) below, as appropriate. This requirement shall apply to initialappointments and reappointments.

b. Reappointments, reassignments, and non-renewal of appointments

(1) Reappointments shall be based on the needs of the university.

(2) Executive and managerial personnel without return rights normallymay have term appointments for periods of up to three (3) years.

(3) Reassignment of executive and managerial personnel to any otherexecutive or managerial position, as provided in Section 3 above isconsidered to be a continuation of employment and is not an initialappointment.

(4) The non-reappointment of individuals to executive and managerialpositions is not considered a termination for cause, but is an exerciseof the university’s prerogative to select executive and managerialpersonnel to direct and manage the affairs of the university.

(5) Personnel appointed to executive and managerial positions who havereturn rights to another university position may be re-assigned at anytime during the appointment period to such former position upon beinggiven at least thirty (30) calendar days written notice by theappropriate administrator. See Return Rights, Part IV, 2.

(6) Executive and managerial personnel who do not have return rights toanother position shall be provided prior written notice of termination ofappointment. During the first two (2) years of employment, three (3)months notice shall be given prior to the effective date of terminationaction. After two (2) or more years of service, six (6) months noticeshall be given prior to the effective date of the termination action.Notice of termination may be given at any time during the appointmentperiod.

(7) Executive and managerial personnel serving in an acting or interimcapacity have temporary appointments which may be terminated withappropriate notice. Such personnel with return rights to another

Pages of 18



position may be terminated upon thirty (30) calendar days notice.Such personnel who do not have return rights to another positionshould be given as much notice as possible, but in no event less than90 calendar days.

C. Compensation for Executive and Managerial Personnel

1. Purpose/Applicability

a. The purpose of these policies is to describe the provisions of thecompensation system applicable to individuals appointed by the Board ofRegents (“Board”) to executive and managerial positions which areexcluded from an appropriate collective bargaining unit as specified inSection 89-6, Hawaii Revised Statutes.

2. Policy statement. The university system operates in a highly competitiveenvironment and recognizes that its faculty and administrators are primaryassets, and the principal source and means by which the university carriesout its mission. The university aspires to provide base compensation for itsexecutive and managerial personnel that is competitive with pay levels ofindividuals who have similar responsibilities, demonstrated competence, andexperience. The compensation levels for the university’s executive andmanagerial positions shall be based on relevant competitive marketsincluding higher education and local markets as well as on the level ofresponsibility of the position, internal alignment, and value of hire in fulfillingthe strategic mission of the university. It is the aspiration of the university tobe able to offer starting salaries in consideration of job responsibilities anddemonstrated competency and experience so that most fully competent andexperienced staff are compensated at the median rate paid to executives andmanagers in similar positions at university systems or employers with whichthe university competes for staff. Individuals with less experience shouldgenerally be offered staring salaries commensurate with experience betweenthe minimum and control point. Compensation includes salary and benefits.Each employing unit is responsible for insuring that the unit maintains equityacross protected groups as provided below:

a. Administer the university’s compensation program without regard to anindividual’s race, sex, gender identity and expression, age, disability,color, religion, national origin, citizenship, ancestry, marital status, sexualorientation, arrest and court record, status as a covered veteran, or anyother protected classes.

Page 6of 18

UNIVERSITY Board of Regents Policy, RP 9.212of HAWAI’I Executive and Managerial


b. Provide equitable pay grade classifications for executive and managerialpositions. Each position shall be analyzed, described in writing, andclassified according to complexity and responsibility so that comparisonscan be made with comparable university systems and recruitmentsources.

c. Establish equitable executive and managerial pay grade classificationgrade medians equal to the median salaries paid by comparableuniversities and other recruitment sources.

d. Maintain salary ranges for these pay grade classifications that properlyreflect internal position relationships in addition to being competitive withexternal pay practices of comparable universities and other recruitmentsources.

e. Pay individuals within their salary ranges according to their level ofperformance, rewarding good performance and withholding increaseswhen they are not warranted by individual performance.

f. Provide guidelines for sound and consistent salary decisions throughoutthe organization.

g. Permit delegation of salary administration authority while maintainingadequate control.

The university values the components of the work experience including apositive and healthy environment that addresses the physical, emotional andintellectual well being of its staff. Components enhancing the staffs workexperience will be consistent with offerings by similarly situated universitysystems.

3. Review

a. These compensation policies shall be reviewed at least once every twoyears by an advisory compensation committee appointed by the president.The compensation committee shall consult with the president whenreviewing the compensation policies. Upon completion of its review, thecompensation committee will present its recommendations to thepresident for review and forwarding to the board for final action.

4. Implementation

Page 7 of 18



a. These compensation policies supersede all prior policies and practiceswhich may conflict with any provision contained herein. The presidentshall be responsible for the implementation and compliance of thesepolicies by all personnel of the university.

5. Classification policies and procedures

a. Authority

(1) Generally, compensation actions shall comply with the terms of thesecompensation policies. Exceptions, however, are permitted in uniqueand well-justified cases. The president has the authority to grant suchexceptions, except for those positions for which the board is the finalapproving authority; in those cases, the board has the authority togrant such exceptions.

(2) The board is the final approving authority for all appointment,reappointment, and compensation actions, including acting andinterim appointments, related to the positions reporting directly to thepresident or to the board specifically the executive administrator andsecretary of the board, vice presidents, chancellors, and internalauditor.

The board shall review the list of positions for which the board is thefinal approving authority at least once every two years to confirm oramend the list as may be required. The board may, at its discretion,amend the list at any time. The president may, from time to time,submit recommendations to the board to amend the list. Suchrecommendations to the board shall be made in writing and shallinclude relevant justification.

The approving authority for all other appointments, reappointment,and compensation actions under this policy requires the approval of atleast two executive or managerial reporting levels above the positioninvolved in the transaction.

For example, the president is the final approving authority for allappointments, reappointments, and compensation actions involvingexecutive or managerial positions reporting to the president’s directreports. Accordingly, the chancellors and vice presidents who reportdirectly to the president are the final approving authority for all otherappointment, reappointment, and compensation actions for executive

Page8ofl8



or managerial positions within their respective areas of responsibility.

(3) The executive vice president for academic affairs/provost shall beresponsible for ensuring the oversight of the classification of allexecutive and managerial positions and for all managementcompensation transactions for compliance with the university’scompensation policies, and shall advise the president of transactionsfound not to be in compliance.

b. Initial hires

(1) Chancellors and vice presidents are authorized to set starting salariesfor new employees up to and including the control point of theappropriate classification salary range established for that position.The calculation of the “control point” for a given classification isgenerally understood to be based on the median of the relevantCUPA survey of public and private institutions, though the use ofCUPA for these purposes will be part of the periodic review of thesepolicies required in Parts 1(4) and 111(3).

(2) The president may, upon the recommendation of the vicepresident/chancellor and at his/her discretion, authorize higherstarting salaries for new executive and managerial employeecandidates who have exceptional skills, experience, and qualificationsand who ate expected to immediately contribute productiveperformance.

(3) The board, upon the recommendation of the president and at itsdiscretion, may authorize starting salaries exceeding the maximum ofthe salary range width for exceptional candidates for positionsreporting directly to the president or the board.

c. Annual salary adjustments

(1) In order to insure that executive and managerial employee salariesare competitive with comparable university systems, salaryadjustments may be granted periodically, subject to the availability ofboard authorized funds for salary adjustments. The amount of suchsalary adjustments shall be based on an individual’s performance withconsideration given to the individual’s placement within his/her gradeclassification salary range.

Page9ofl$



(a) Executive and managerial employees shall be eligible for meritsalary adjustments and/or performance incentive awards asfollows:

i. The president, upon recommendation of the executive vicepresident for academic affairs/provost, shall develop annualsalary adjustment guidelines. The guidelines should insure thatthe salary increases are granted on a fair and equitable basis.The guidelines may include a matrix for authorized salaryincrease amounts taking into consideration both individualperformance and one’s placement within his/her gradeclassification salary range. (Generally increases for those in theupper percentiles of their salary range are lower than for those

who perform at an equal level but who are in the lowerpercentiles of the salary range.) The guidelines may includespecial provisions and/or compensation incentives forindividuals whose base pay exceeds the maximum of theirrespective grade classification range.

ii. Executives and managers who have final approval authorityunder these compensation policies may approve any salaryadjustment within the guidelines established by the president orthe board provided that the resulting salary does not exceed thecontrol point of the grade classification range established forthat position. Base salary adjustments beyond the control pointof the salary range may only be granted to those employeeswhose performance is above the fully satisfactory level.

iii. Generally, all base salaries shall be within the authorized gradeclassification range. Exceptions, however, are permitted inunique and well-justified cases. The president has the authorityto grant such exceptions, except for those positions for whichthe board is the final approving authority; in those cases, theboard has the authority to grant such exceptions.

iv. Performance Incentive Awards (PIA) may be granted pursuantto university procedures for meritorious performance.

d. Special salary adjustments

(1) Special salary adjustments may be granted to incumbents in

Page 10 of 18



extraordinary circumstances such as retention, based on therecommendation of the appropriate vice president or chancellor.

e. Acting/Interim appointments

(1) Individuals appointed to executive and managerial positions on anacting or an interim basis may be compensated with a temporary payadjustment.

(2) Chancellors and vice presidents are authorized to set starting salariesfor acting/interim executive and managerial appointments up to andincluding the control point of the appropriate classification salaryrange established for the executive position.

(3) The president may, upon the recommendation of the vicepresident/chancellor and at his/her discretion, authorize higherstarting salaries for, acting/interim executive and managerialappointments for candidates who have exceptional skills, experience,and qualifications and who are expected to immediately contributeproductive performance.

(4) The board upon the recommendation of the president and at itsdiscretion, may authorize starting salaries exceeding the maximum ofthe salary range width for exceptional candidates for positionsreporting directly to the president or the board.

(5) Should the employee not be appointed to the position after serving inan acting or interim capacity, the following will apply:

(a) Additional temporary pay adjustments received for serving in anacting or interim basis will be terminated upon completion of theassignment.

(b) Upon return to the individual’s former position, his/her salary shallbe that which he/she would have received at the time of returnhad he/she not accepted the acting or interim assignment,adjusted as may be equitable under the circumstances.

6. Compensation administration responsibilities

a. The executive vice president for academic affairs/provost, shall direct andoversee the administration, monitoring, and maintenance of the

Page 11 of 18



compensation policies that includes a salary schedule applicable toexecutive and managerial classes and for the assignment of executiveand managerial classes on the salary schedule to ensure competitivenessand to stay abreast of current trends. Copies of the most current salaryschedule shall be provided to the board. The university’s Office of EqualOpportunity/Affirmative Action working through the vice president for legalaffairs and university general counsel shall be responsible for theoversight of internal compensation equity to ensure both legal and policycompliance.

b. The executive vice president for academic affairs/provost, mayrecommend revisions of the program as required and provide appropriatereports to the president and the board. Specific responsibilities shallinclude the following:

(1) Consults with and reviews salary actions or recommendations toinsure conformance with these compensation policies, administrationguidelines, and the salary adjustment budget. Reviews and makesrecommendations to the president for salary actions requiring thepresident’s or board’s approval.

(2) Requests the vice presidents and chancellors annually to review theirexecutive and managerial position descriptions to insure that they arecurrent and accurate. If the duties and responsibilities of the positionhave changed, a revised position description shall be submitted to theSystem Office of Human Resources.

(3) Reviews the salary grade classification pay ranges annually andrecommends revisions if required by changes in the competitivemarket (e.g., as reflected by changes in the CUPA survey used toestablish the control points for classification ranges). Considerationshall be given to the general movement of salaries paid in comparableuniversities for comparable positions, based on surveys and specificjob analysis.

c. The executive vice president for academic affairs/provost shall direct thepreparation of a report and recommendation for salary structureadjustments if necessary for the president’s review and approval.

D. Conditions of Service

1. Performance evaluationPage 12 of 18



a. Every appointee to an executive or managerial position shall be evaluatedfor performance and accomplishments annually during the March-Juneperiod according to criteria and procedures established by the president,which shall include performance categories as well as criteria upon whichexecutive and managerial appointees are to be evaluated. Suchevaluation shall include a review of the position description andclassification assignment of the position to which the individual has beenappointed.

b. The results of the evaluation shall be the basis for reappointment asappropriate and for consideration of salary adjustments and performanceincentive awards. Performance incentive awards are to be paid as lumpsum bonuses base don the evaluated performance for the immediatelycompleted fiscal year, without increasing the base salary of the employee.

2. Return rightsa. Personnel appointed to an executive or managerial position, with return

rights to another university position, may be reassigned to such position.Upon return to the position, either during or after an appointment period,the individual’s salary shall be that which the individual would havereceived at the time of return had he/she not accepted the executive ormanagerial appointment, adjusted as may be equitable under thecircumstance.

3. Professional development

a. Executive and managerial personnel are expected to continue theirprofessional development during their period of appointment so as toenhance their capabilities and value to the university. Accordingly, theymay be provided opportunities for taking leaves of absence and forparticipating in appropriate activities and programs which will attain thisobjective.

4. Professional improvement leave

a. Purpose. Executive and managerial personnel may be granted leave withpay for professional improvement consistent with development in theirprofession and the needs of the university. Professional improvementleave is a privilege approved by the university, the purpose of which is toadvance the university by (1) enhancing the performance of the employeeand thereby, enriching the university’s programs or (2) enabling executive

Page 13 of 18



and managerial employees to prepare to assume or resume faculty orprofessional duties after significant executive or managerial service to theuniversity. The leave shall be used to enhance or gain professionalexpertise, and engage in professional activities to better serve theuniversity in support of the university’s mission and goals.

b. Application. An application for professional improvement leave shall besubmitted at least six (6) months before the start of the leave inaccordance with the purpose in section 4(a).

c. Duration. Professional improvement leave may be granted after six (6)years of full-time continuous service, including creditable service in otherboard classifications, for periods up to six (6) months at full pay or twelve(12) months at half pay with total months earned at the rate of one (1)month for each year of service. Leaves of shorter duration and intermittentleaves may also be granted. However, the total duration of the intermiffenleave taken with pay should not exceed the total leave provided for underthis policy.

d. Return to teaching, research or other professional duties. An employeewho will leave an executive or managerial position to return to teaching,research or other professional position with the university is encouraged toapply for professional improvement leave if the duration of the executive ormanagerial appointment has been for at least six (6) years and aprofessional improvement or a sabbatical leave was not taken during thisperiod.

e. Compensation. The leave approved under this provision shall be taken atthe salary applicable to the position the individual will occupy upon returnfrom the professional improvement leave. For example, if the individualwill return to an executive or managerial position, the leave may be takenat the current executive or managerial salary; however, if the individual willreturn to a faculty position, the leave shall be taken at the appropriatefaculty salary for the faculty position.

f. Return service obligation. An individual granted a leave with pay forprofessional improvement shall agree to return to service at the university.The return service obligation shall be equivalent to the duration of theleave. Upon the return of the employee from professional leave, theindividual shall submit a written report to the appropriate supervisor on theactivities during the leave.

Page 14 of 18

UNIVERSITY Board of Regents Policy, RP 9.212of HAWAI’F Executive and Managerial


g. Vacation and sick leave benefits. Executive or managerial personnel shallnot earn or accrue vacation leave or sick leave while on professionalimprovement leave.

5. Leaves without pay

a. Executive and managerial personnel may be granted leaves without payfor purposes such as professional development, military leave, or forurgent personal reasons, including personal illness or illness of familymembers. These leaves of absence except for urgent personal reasons,shall normally be granted for no more than one year at a time. There maybe combinations of leaves, such as paid professional improvement leavefollowed by leave without pay. Leaves for urgent personal reasons shallnot be granted for more than ninety (90) days at a time.

b. Discretionary leaves such as professional development leave and incertain circumstances, military leave, may be granted provided a

satisfactory temporary replacement, if needed, can be secured. Approvalof personal leaves of an emergency nature shall not be unreasonablywithheld.

6. Other leaves of absence

a. Executive and managerial personnel may be granted or placed on othertypes of leaves of absence, with or without pay, in accordance withpolicies, procedures and practices. This includes a leave of absence withpay for purposes of conducting an investigation when the universitydetermines the absence of the employee in the workplace would facilitatethe investigation and/or operations of the university, facilitate the securingof sensitive information or resources essential to an investigation, or be inthe best interests of the employee or the university.

7. Perquisites

a. Executive and managerial personnel may be granted perquisites not inconflict with state law. However, prior board approval is required when anexecutive or managerial employee is being offered a perquisite valued atone hundred dollars ($100.00) or more per month and/or not afforded allother university employees.

8. Discipline and appeal

Page 15 of 18



a. Executive and managerial personnel shall not be disciplined except forproper cause.

b. Reassignments and non-reappointments as provided for in Part II, Section3(b), are not disciplinary actions and are therefore not appealable.

9. Mileage allowance

a. Executive and managerial employees who are required to use their privatevehicles for official business shall be reimbursed at the applicable federalrate per mile.

10. Travel allowance

a. Executive and managerial personnel traveling on university business shallbe authorized per diem rates and benefits comparable to those authorizedfor bargaining unit 07.

11 Additional duties

a. As professionals, executive and managerial personnel may be assignedadditional duties from time to time. In cases where significant additionalduties are temporarily or permanently assigned, an adjustment to theindividual’s salary may be granted. Upon completion of the additionaltemporary duties, the additional compensation shall terminate.

12. Family leave

a. Executive and managerial employees shall be entitled to state family leaveas set forth in Chapter 398, Hawai’i Revised Statutes. Accrued vacationleave and/or sick leave may be substituted for any part or all of theallowable state family leave up to a maximum of four (4) weeks perdesignated twelve (12) month period. Employee entitlement to federalfamily leave is set forth in the Family and Medical Leave Act of 1993. Thepresident shall be responsible for developing and maintaining policies andprocedures to administer this section in accordance applicable laws andregulation.

13. Other conditions of service

a. Executive and managerial personnel shall be granted all rights and

Page 16 of 18

UNIVERSITYof HAWA1Iz

BOARD OF REGENTS

Board of Regents Policy, RP 9.21 2Executive and Managerial

Personnel Policies

benefits accorded other university employees as provided by statute, rule,or board policy, except as may be specifically modified by this policy orother policies of the board. These rights and benefits shall be subject toadjustments and modifications as provided by Section 89-C, HRS, whichprovides for comparability with bargaining unit members. Any additionalbenefits shall require prior approval of the board. See Attachment 3 forRights and Benefits.

E. Attachments


The president shall be responsible for the implementation and compliance of thesepolicies by all personnel of the university. Exceptions to the board policies containedherein may be made only upon approval of the board. See RP 9.212 (A)(5).


Office of the Board of Regents, 956-8213, <[email protected]>

VI. References

http://www.hawaii.edu/offices/bor/

• http ://www.capitol. hawaii.qov/h rscu rrentNolO2 Ch0046-O 11 5/H RS0089/H RS 0089-0006.htm

• http://www.capitol.hawaii.qov/hrscurrentNolO2 Ch0046-01 1 5/HRSOO76/HRS 0076-001 6.htm

• Family and Medical Leave Act of 1993

• http:/!www.capitol.hawaii.qovlhrscurrentNol02 Ch0046-01 1 5/HRSOO89C/

• EP 9.201

Aooroved as to Form

Page 17 of 18

UNIVERSITYof HAWAI’I’

BOARD OF REGENTS

Board of Regents Policy, RP 9.212Executive and Managerial

Personnel Policies

Cynthia QuinnExecutive Administrator andSecretary of the Board of Regents

Date

Page l8of 18

Attachment 3

UNIVERSITY Board of Regents Policy, RP 9.21 2of HAWAI’1’ Executive and Managerial Personnel

BOARD Of REGENTS Policies

Regents Policy Chapter 9, PersonnelRegents Policy RP 9.212, Executive and Managerial Personnel PoliciesEffective Date: [date of approval]Prior Dates Amended: July 1, 1982; Oct. 21, 1988; Sept. 11, 1998; Oct. 22, 1999;Oct. 19, 2001; Oct 18, 2002; Oct. 17, 2003; Oct. 19, 2006; Sept. 27, 2007; Jan. 10,2008; Apr. 16, 2009; August 1,2014 (recodified)Review Date: August2019


This Regents Policy RP 9.212 (“Policy”) provides a framework for the terms andconditions of service applicable to individuals appointed by the Board of Regents(“Board”) to executive and managerial (“EM”) positions at the University ofHawai’i, (“University”), which are excluded from a bargaining unit as specified inSection 89-6(0(2), Hawaii Revised Statutes (“HRS”), due to top-level executive,managerial, and administrative responsibilities. All employment actions takenpursuant to this Policy shall be in accordance with RP 1 .205, Policy onNondiscrimination and Affirmative Action.

This Policy is established pursuant to the authority granted to the Board by ArticleX, Section 6 of the Constitution of the State of Hawai’i, and by HRS Section304A-100J (as amended from time to time).

This Policy supersedes all prior policies and practices that may conflict with anyprovision contained herein.

II. Definitions

The term “EM” shall mean executive and managerial positions at the University.

Ill. Board Policy

A. Establishment and Classification

1. There shall be an EM class of positions established based on the needs ofthe University and in a manner consistent with the University’sorganizational structure. Generally speaking, executive and managerialpositions (1) have system-wide, campus-wide, or major campus programresponsibilities and report directly to the Board, President, or Chancellor,

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UNIVERSITY Board of Regents Policy, RP 9.212of HAXVAI’I’ Executive and Managerial Personnel


(2) report directly to executives and head major organizational segmentsof the University, or (3) serve as high level executive assistants. TheBoard retains authority to establish, classify, and abolish positionsreporting to the Board and to the President. The President retainsauthority, which shall not be further delegated, to establish, classify, andabolish all other positions.

2. Positions shall be classified according to the complexity, breadth, anddepth of responsibility and the critical importance of the position to theoperation of the University. Each position shall be analyzed and describedin writing to ensure equity within the University organization whileconsidering comparable university systems nationwide.

B. Salary Schedule

1. The University aspires to provide compensation for its EM personnel thatis competitive with pay levels of individuals who have similarresponsibilities, demonstrated competence, and breadth of demonstratedexperience. The President shall establish a salary schedule for all EMpositions (“Salary Schedule”), which sets forth minimum, mean, andmaximum salary ranges based on relevant competitive markets, includinghigher education and local markets, as well as on the level of responsibilityof the position, equity in relation to comparable University positions, andvalue of the hire in fulfilling the strategic mission of the University.

2. Annually, the President shall provide the Board a copy of the currentSalary Schedule and a listing of all EM positions that indicates theplacement within the Salary Schedule. For vacant positions, the listingshould show the date the vacancy occurred and intentions regarding thefilling or reassignment of the position. For filled positions, the listingshould show the date of appointment to the position, current salary, andthe reason for any change to compensation that occurred since the priorreport.

C. Recruitment

1. Recruitment for any vacant position shall requite prior written approval ofthe President.

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UNIVERSITY Board of Regents Policy, RP 9.212of HAWAI’I’ Executive and Managerial Personnel

BOARD OF REGENTS Policies

2. The University of Hawai’i seeks to attract the best-qualified candidateswho support the mission of the University and who respect and promoteexcellence through diversity. In support of this goal, EM vacancies shallbe advertised in locations which are considered appropriate sources forrecruitment.

3. Waiver of recruitment for positions reporting directly to the President shallrequire approval of the Board. The President may waive recruitment forall other EM positions.

D. Appointment and Initial Salary

1. To attract and retain competent and experienced personnel, it is theaspiration of the University to offer compensation that is competitive withthe market from which the personnel are recruited, including highereducation and local markets. For comparison purposes, totalcompensation shall include salary and benefits.

2. Appointments should be at the minimum of the range unless a highersalary is justified based on:

• the candidate’s knowledge, skills, and experience;• the candidate’s current salary; and• budget and fiscal conditions of the unit.

3. There shall be an Appointing Authority for every EM position (“AppointingAuthority”). The Board shall be the Appointing Authority for all EMpositions reporting directly to the Board. The President shall be theAppointing Authority for all other EM positions at the University, however,positions reporting directly to the President shall be subject to Boardapproval. Except for positions reporting directly to the President, thePresident shall have the authority to further delegate Appointing Authorityfor all other EM positions. See Illustration 1 below.

4. There shall be an Approving Authority that is at least one level above theAppointing Authority in the organization (“Approving Authority”). ThePresident shall serve as the Approving Authority for all appointmentsabove the mean and up to and including the maximum of the range withinthe Salary Schedule. Except for positions reporting directly to the Boardand the President, the President shall have the authority to further

3 of 8

UNIVERSITYof HAWAI’1

BOARD Of REGENTS

Board of Regents Policy, RP 9.212Executive and Managerial Personnel

Policies

delegate Approving Authority for all other EM positions up to and includingthe mean of the range within the Salary Schedule.

All appointments for EM positions that report to a position that reportsdirectly to the Board and/or for all EM appointments exceeding themaximum of the range set forth in the Salary Schedule shall requireapproval of the Board. See Illustration 1 below

5. EM appointments are at will, and not contractual appointments to specificpositions and EM appointees may be reassigned and/or receive anadjustment in pay based on changing assignments of responsibilities tomeet the needs of the University. Unless otherwise approved by theBoard, no offer of employment shall include a multi-year employment term.

Illustration 1:

Authority Appointing Authority Approving Authority• All positions that reportto positions that directly

All positions report to the BoardBoard reporting directly to • All appointments

Board exceeding the maximum ofthe range in the SalarySchedule

President may delegate allappointments up to andChancellor & As delegated by the

. including the mean of theBelow Presidentrange in the SalarySchedule

PresidentAll other EMs (unlessdelegated)

All appointments above themean and up to andincluding the maximum ofthe range in the SalarySchedule

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UNIVERSITY Board of Regents Policy, RP 9.212of HAWAI’1 Executive and Managerial Personnel


E. Evaluation

1. EM employees are expected to perform their duties and responsibilities ina manner that achieves the highest standards of quality andprofessionalism. To that end, evaluations are a critical component of thecontinued employment, professional development, and compensation ofall EM employees.

2. The assigned responsibilities, performance, and accomplishments of eachappointee to an EM position shall be evaluated annually. The evaluationshall be consistent with criteria and procedures established by thePresident and the Appointing Authority, including specific metrics alignedto the University’s strategic goals. The review shall also includeidentification of specific goals to be accomplished in the coming year.

F. Salary Adjustments

1. To ensure that EM salaries are competitive, salary adjustments may begranted based on merit, subject to the availability of Board-authorizedfunds for salary adjustments.

2. The Board shall establish guidelines and approve salary adjustmentsfor positions reporting directly to the Board. The President shallestablish guidelines and approve salary adjustments for all otherpositions, an authority which shall not be further delegated. ThePresident shall report to the Board on guidelines used for salaryadjustments for positions under the President’s delegated authority.

G. Term and Termination

1. Subject to the terms of this Policy, EM positions are at-will and serve atthe pleasure of the Board. The Appointing Authority for an EMposition, as set forth in Section lll.D of this Policy, has the authority toterminate the EM’s employment with the University. Termination of EMpersonnel from employment, either with or without cause, is notappealable.

2. EM personnel without return rights to another position may beterminated from employment, without cause, at any time by beingprovided three (3) months prior written notice during the first two (2)

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UNIVERSITY Board of Regents Policy, RP 9.212of HAWAI’1 Executive and Managerial Personnel


years of employment and six (6) months prior written notice after thefirst two (2) years of employment.

3. EM personnel with return rights to another position may be terminatedfrom their EM position, without cause, at any time by being providedthirty (30) days written notice. The salary at the time of return shall bethat which the individual would have received had he/she not acceptedthe EM appointment; provided, however, the President may approveadjustments to the return-salary as deemed equitable and appropriate.

4. EM personnel may be terminated from employment for cause, effectiveimmediately, with no obligation of prior notice on the part of the Boardor University. In termination for cause, the employment relationshipwith the Board or University shall cease immediately with no furtheremployment rights or obligations, and such decision shall beconsidered final.

H. Professional Improvement Leave

1. EM personnel may be granted leave with pay for professionalimprovement consistent with development in their profession and theneeds of the University. Professional improvement leave is a privilegefor the purpose of advancing the University by (1) enhancing theperformance of the employee and thereby, enriching the University’sprograms or (2) enabling EM employees to prepare to assume orresume faculty or professional duties after significant administrativeservice to the University. The leave shall be used to enhance or gainprofessional expertise and engage in professional activities to servethe University in support of the University’s mission and goals.

2. Professional improvement leave may be granted after six (6) years offull-time continuous service, including creditable service in other Boardclassifications, for periods of up to six (6) months at full pay or twelve(12) months at half pay with total months earned at the rate of one (1)month for each year of service. Leaves of shorter duration andintermittent leaves may also be granted. However, the total duration ofthe intermittent leave taken with pay should not exceed the total leaveprovided for under this Policy. The President may grant exceptions tothe minimum creditable service requirement when deemed in the bestinterests of the University.

6 of $

UNIVERSITY Board of Regents Policy, RP 9.212of HAWA1’1 Executive and Managerial Personnel


3. The leave approved under this provision shall be taken at the salaryapplicable to the position the individual will occupy upon return from theprofessional improvement leave. For example, if the individual willreturn to an EM position, the leave may be taken at the current EMsalary, however, if the individual will return to a faculty position, theleave shall be taken at the appropriate faculty salary for the facultyposition.

4. An individual granted a leave with pay for professional improvementshall agree to return to service at the University. The return serviceobligation shall be equivalent to the duration of the leave. Upon thereturn of the individual from professional leave, the individual shallsubmit a written report to the appropriate supervisor on the activitiesduring the leave.

I. Other Conditions of Service

1. EM personnel shall be granted all rights and benefits accorded otherUniversity employees as provided by statute, rule, or Board policy,except as may be specifically modified by this Policy or other policies ofthe Board. These rights and benefits shall be subject to adjustmentsand modifications as provided by HRS Chapter 89C, which provides forcomparability with bargaining unit members. Any additional benefitsshall require prior approval of the Board.


Specified in Sections lll.B and lll.D above


Office of the Board of Regents, 808-956-8213

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UNIVERSITY Board of Regents Policy RP 9.21 2of HAWAI’1 Executive and Managerial Personnel


VI. References

• http://www..edu/offices/bor/

• http://www.capitol.hawaiLqov/hrscurrentNol02 Ch0046-01 15/HRSOO89/HRS 0089-0006.htm

• http://www.capitol.hawaii.qov/hrscurrenUVol02 Ch0046-01 15/HRS0O89C/HRS 0089C-.htm

• http://www.capitol.hawaii.qov/hrscurrentNolOl Ch000l-0042F/Const/CONST 0010-0006.htm

• http://www.capitol.hawaii.qov/hrscurrent/Vo105 Ch0261 -

031 9/HRSO3O4A/HRS 0304A-1 001 .htm


No Exhibits or Appendices Found

VIII. Approved


DateCynthia QuinnExecutive Administrator and Secretary of theBoard of Regents

8 of $

Attachment 4

Board of Regents Policy, RP 9.218

________________

Delegation of Personnel Actions

Regents Policy Chapter 9, PersonnelRegents Policy RP 9.218, Delegation of Personnel ActionsEffective Date: Mar. 16, 2006[date of approval]Prior Dates Amended: Sept. 20, 1985; Oct. 19, 2001; Oct. 18, 2003; Sept. 15, 2005;Oct. 31, 2014 (recodified)Review Date: August 2019


To set forth policy regarding approval authority on personnel actions.

II. Definitions


Ill. Board Policy

A. _Except for the following actions, the board delegates authority to approve allpersonnel actions to the president or designee:

1. Those actions set forth in RP 9.212

2. All leaves for the president and personnel reporting directly to the board.Professional improvement leaves, leaves without pay and leave exceeding2two years in a seven7—year period for personnel reporting directly to thepresident and personnel in the offices reporting to the board. Note:Authority to approve such leaves has been delegated to the chair ordesignee.

3. Granting of emeritus status

4. Granting tenure

5. Establishment of endowed and distinguished chairs

6. Promotion of faculty to rank 4 and 5

UNIVERSITYof HAWAI’F

BOARD OF REGENTS

1 of 3

Board of Regents Policy, RP 9.218

________________

Delegation of Personnel Actions

7. Upon recommendation of the chancellor and president, the chair and vicechair of the board or designated alternate regentT approves appointmentsand reappointments for coaches of more than three (3) years in totalduration as well as appointment, reappointment, and salary adjustment forcoaches exceeding the salary schedule by more than 25% and/orexceeding $500,000 annually.


See above.


Office of Human Resources, Director Debra lshii, (808) [email protected]

VI. References

A. http://www.hawaii.edu/offices/bon

B. RP9.212

C. EP9.207


No exhibits or appendices found.

UNIVERSITYof HAWAI’1

BOARD Of REGENTS

VIII. Approved;

I Approved as to Form:

Cynthia Quinn

_____________

Executive Administrator andSecretary of the Board of Regents

Date

2of3

Attachment 5

UNIVERSiTY Board of Regents Policy, RP 9.21 8of HAWAI’I’ Delegation of Personnel Actions

BOARD Of REGENTS

Regents Policy Chapter 9, PersonnelRegents Policy RP 9.218, Delegation of Personnel ActionsEffective Date: [date of approval]Prior Dates Amended: Sept. 20, 1985; Oct. 19, 2001; Oct. 18, 2003; Sept. 15, 2005;Oct. 31, 2014 (recodified)Review Date: August 2019


To set forth policy regarding approval authority on personnel actions.

II. Definitions


Ill. Board Policy

A. Except for the following actions, the board delegates authority to approve allpersonnel actions to the president or designee:

1. Those actions set forth in RP 9.212

2. All leaves for the president and personnel reporting directly to the board.Professional improvement leaves, leaves without pay, and leave exceedingtwo years in a seven-year period for personnel reporting directly to thepresident and personnel in the offices reporting to the board. Note:Authority to approve such leaves has been delegated to the chair ordesignee.

3. Granting of emeritus status

4. Granting tenure

5. Establishment of endowed and distinguished chairs

6. Promotion of faculty to rank 4 and 5

lof 2

UNIVERSITYof HAWAI’I’

BOARD OF REGENTS

Board of Regents Policy, RP 9.218Delegation of Personnel Actions

7. Upon recommendation of the chancellor and president, the chair and vicechair of the board or designated alternate regent approves appointmentsand reappointments for coaches of more than three (3) years in totalduration as well as appointment, reappointment, and salary adjustment forcoaches exceeding the salary schedule by more than 25% and/orexceeding $500,000 annually.


See above.


Office of Human Resources, Director (808) 956-8988

VI. References

http ://www. hawaii.ed u/offices/bor/

• RP 9.212

• EP9.207


No exhibits or appendices found.

VIII. Approved


DateCynthia QuinnExecutive Administrator andSecretary of the Board of Regents

2 of 2

Board of Regents

UNIVERSITYof HAWAI’I

SYSTEM

MEMORANDUM

TO: Randolph Moore, ChairBoard of Regents

FROM: Cynthia QuinnExecutive Administrator and Board Secretary

DATE: May20, 2016

SUBJECT: Approval of RP 2.205, Policy on Whistleblowing and Retaliation

SPECIFIC ACTION REQUESTED:

For reasons set forth below, the Board of Regents (Board) of the University ofHawaii (University) is requested to approve RP 2.205, Policy on Whistleblowingand Retaliation.

RECOMMENDED EFFECTIVE DATE:

July 1,2016.

BACKGROUND:

Part V of Chapter 378 of the Hawaii Revised Statutes (“HRS”) prohibits retaliationagainst employees who report or are about to report in good faith violation of law,rule, ordinance or regulation. HRS Chapter Section 304A-321 protects personswho make good faith complaints regarding auditing matters, suspected fraud andfinancial controls, and requires the Independent Audit Committee to review saidcomplaints and any resolution of said complaints, as it deems necessary. TheUniversity is committed to compliance with applicable laws and regulations, andto promulgate policies and procedures to interpret and apply these laws andregulations in the University setting.

DISCUSSION:

Above and beyond what the law requires, for the University community inparticular, the Board wishes to set forth one overarching policy that demonstratesits commitment to an atmosphere at the University that allows individuals todisclose in good faith violations of law, regulation or policy, and protectsindividuals from retaliation by adverse academic or employment action taken asa result of good faith reports. While various existing Board policies set forth the

Randolph MoorePage 2May 20, 2016

principle that individuals who make good faith reports of violations of law,regulation or policy should be protected from unlawful retaliation, the policies doso in specific contexts, e.g., research and employment discrimination. Theproposed new policy on whistleblowing and retaliation is more broadly applicablein all contexts, and specifically and expressly includes cases of suspected fraudand failure of financial controls, as identified in HRS Chapter Section 304A-321.

The proposed policy vests with the President or his designee the authority toimplement this “one stop” whistleblower policy, with the exception that inconnection with the responsibilities of the Independent Audit Committee of theBoard for reviewing the University’s antifraud programs and controls, and aidingin discovering and remedying incidences of financial fraud regarding theUniversity, it is expected that the Independent Audit Committee through theUniversity’s internal auditor will review and monitor good faith reports of financialfraud. It is anticipated that a corresponding Executive Policy will be issued by thePresident which among other things will publicize the availability of thewhistleblower hotline through which anonymous complaints may be made, whichare then forwarded to the respective campuses or System for investigation andfollow-through.

SPECIFIC ACTION RECOMMENDED:

In accordance with the above, the board is recommended to approve RP 2.205,Policy on Whistleblowing and Relatiation, as set forth in Attachment 1.

of 2

Board of Regents Policy, RP 2.205 Policy on Whistleblowing and Retaliation

Regents Policy Chapter 2, Administration Regents Policy RP 2.205, Policy on Whistleblowing and Retaliation Effective Date: __________________ Prior Dates Amended: none Review Date: August 2017 I. Purpose

To set forth a policy that promotes an atmosphere at the University of Hawaii

(University) that allows individuals to disclose in good faith violations of law, regulation or policy, and protects individuals from retaliation by adverse academic or employment action taken as a result of a good faith report.

II. Definitions:

“Members of the University” means faculty, staff, students and administrators.

III. Board of Regents Policy:

A. The University is committed to compliance with applicable laws and regulations, and to promulgate policies and procedures to interpret and apply these laws and regulations in the University setting.

B. To achieve compliance, it is the policy of the University to encourage and

enable Member of the University or the general public, to make good faith reports of known or suspected violations of law, regulation or policy, including but not limited to fraud.

C. No employee shall take retaliatory academic or employment action against

any Member for reporting, or causing to be reported, in good faith suspected violations of law, regulation or policy.

D. The general authority for implementing this policy is vested in the

president or designee, with the exception that in connection with the responsibilities of the independent audit committee of the board for reviewing the university's antifraud programs and controls, and aiding in discovering and remedying incidences of financial fraud regarding the University, it is expected that the independent audit committee

RP 2.204

Page 2 of 2

through the University’s internal auditor will review and monitor good faith reports of financial fraud. IV. Delegation of Authority:

The general authority for implementing this policy is vested in the president or designee, with the exception as indicated in Section III.D. above, for which the board retains authority.

V. Contact Information:

Office of the Board of Regents, 956-8213, [email protected]. VI. References:

A. http://www.hawaii.edu/offices/bor/. B. Hawaii Revised Statutes Section 304A-321, as amended.

Approved as to Form: _____________________________ ___________ Cynthia Quinn Date Executive Administrator and Secretary of the Board of Regents

mailto:[email protected]

http://www.hawaii.edu/offices/bor/

Item VII.A.2.

Approval of Resolution in

Appreciation and

Recognition of Regent

Coralie Matayoshi

MATERIALS

PENDING

2016 Legislative Review

Operating & Capital Budget, Provisos, Appropriations and Other Bills of Interest

For presentation:

University of Hawaiʻi Board of Regents

June 2, 2016

Supplemental Budget (CD1) – Operating

Campus Description BOR Approved GOV Request CD1

Mānoa CTAHR Cooperative Extension 4.00 350,000 - 330,000 4.00 330,000

Mānoa ORC General Fund Salary Restoration 306,168 - -

Mānoa EHSO General Fund Salary Restoration 1,093,832 - -

Mānoa Cancer Center 5,000,000 4,000,000 -

Mānoa Intercollegiate Athletics 3,000,000 - -

Mānoa Dance and Theater 350,000

Hilo Student Athlete Success & Travel 3.00 560,000 - -

Hilo Conversion of Security from Contracts 37.00 420,000 27.00 - 27.00 -

UHWO West O‘ahu Campus Evolution 12.00 728,020 12.00 728,020 6.00 357,604

CCs Equipment Funds 1,250,000 1,250,000 1,250,000

Sys Support Hawai‘i Research & Innovation Initiative 20.00 3,500,000 20.00 3,500,000 - -

Sys Support Athletics 3,000,000

Total 76.00 16,208,020 59.00 9,808,020 37.00 5,287,604

Additional General Funds Requested vs. Appropriated

HB1700 HD1 SD1 CD1 1

Supplemental Budget (CD1) - Capital

Act 119,SLH 2015 BOR Request HB1700 CD1

Campus Project Title FY16 FY17

MOF FY16 FY17

MOF FY15-16 FY17

MOF

Mānoa Marine Center Relocation 6,000 C 6,000 C 6,000 C

Mānoa Softball Stadium Renovations and Upgrades 2,950 C 2,950 C 2,950 C

Mānoa Snyder Hall Renovation 2,500 C

Mānoa Dean Hall Renovation 2,000 C

Mānoa Lump Sum, Athletic Department 13,000 C

Mānoa Warrior Recreation Center Repairs 1,000 C

JABSOM JABSOM Renovations and Repairs 5,750 B

UH Mānoa Capital Appropriations Requested vs. Appropriated

HB1700 HD1 SD1 CD1

$ Thousands

2

Supplemental Budget (CD1) – Capital (cont.)

Act 119, SLH 2015 BOR Request HB1700 CD1


MOF FY16 FY17

MOF FY15-16 FY17

MOF

UHWO Administration and Allied Health Facility 24,000 C 24,000 C 7,000 C

UHWO EB-5 Loan Repayment 17,000 C

UHWO Creative Media Facility 38,800 C 35,000 C

UH West Oʻahu Capital Appropriations Requested vs. Appropriated

HB1700 HD1 SD1 CD1

$ Thousands

3


UH Community Colleges Capital Appropriations Requested vs. Appropriated

HB1700 HD1 SD1 CD1

$ Thousands



MOF FY16 FY17

MOF FY15-16 FY17

MOF

KCC Culinary Institute of the Pacific 1,000 C 1,000 C 1,000 C

KCC Kokiʻo Building Renovation 655 C

KCC Naio Building Renovation 750 C

HonCC High Technology Workforce Development Ctr 1,100 C

HonCC Parking Lot, Sidewalks and Drainage 4,320 C

HawCC Portable Trailers 1,500 C 1,500 C 1,500 C

HawCC North Hawaiʻi Education & Research Center 9,000 C

HawCC Palamanui Additional Office Space & Storage 300 C

4


UH Community Colleges Capital Appropriations Requested vs. Appropriated

HB1700 HD1 SD1 CD1

$ Thousands



MOF FY16 FY17

MOF FY15-16 FY17

MOF

KauaʻiCC Photovoltaic Power 2,500 C 2,500 C 2,500 C

KauaʻiCC Culinary Arts Program 2,000 C

Maui Maui Food Innovation Center 7,000 C

CCs Minor CIP 10,000 C 10,000 10,000 C 10,000 10,000 C

CCs Capital Renewal and Deferred Maintenance 15,000 C

5


UH Systemwide Capital Appropriations Requested vs. Appropriated

HB1700 HD1 SD1 CD1

$ Thousands



MOF FY16 FY17

MOF FY15-16 FY17

MOF

Aqua Waikiki Aquarium Repairs & Renovations 500 C 500 C 500 C

System Lump Sum Capital Renewal & Deferred Maint 44,430 C 44,430 131,342 C 24,430 48,625 C

System Lump Sum Capital Renewal & Deferred Maint 100,000 E 30,000 E

System CIP Staff Costs 300 C

System Life Sciences Building (Mānoa) 20,000 35,000 C

TOTAL 92,884 C 92,884 184,942 C 92,884 182,750 C

100,000 E 30,000 E

6

Budget Provisos (CD1)

As of May 26, 2016

SECTION 48.1. Provided that of the general obligation bond fund appropriation for the creative industries division (BED105), the sum of $800,000 or so much thereof as may be necessary for fiscal year 2016-2017 shall not be expended until creative industries division develops a transition plan for the film studio to relocate to west Oahu in proximity to the university and for the Diamond Head studio property to revert to the administrative control of the University of Hawaii; provided further that the transition plan be approved by both the director of the department of business, economic development, and tourism and the chief financial officer of the University of Hawaii systems office.

Summary

• DBEDT Appropriation• $800,000 in capital funding to repair Diamond Head Film Studio

Contingency Requirement

• DBEDT must develop a transition plan • Relocate film studio to west Oʻahu (near the university)• Revert control of Diamond Head property to UH• Approval by DBEDT director and UH CFO

7

Budget Provisos (CD1) (cont.)

As of May 26, 2016

SECTION 48.2. Provided that of the general obligation bond fund appropriation for natural energy laboratory of Hawaii authority (BED146), the sum of $5,200,000 of so much thereof as may be necessary for fiscal year 2016-2017 shall not be expended until the natural energy laboratory of Hawaii authority works with the University of Hawaii community colleges and Kealakehe high school to develop an ocean thermal energy conversion curriculum-to-career pathway program.

Summary

• DBEDT Appropriation• $5,200,000 in capital funding to Natural Energy Laboratory of Hawaiʻi (NELHA)


• DBEDT must work with UH-CCs and Kealakehe High School • Collaborate on an ocean thermal energy conversion curriculum-to-career program

8

As of May 26, 2016

SECTION 51. REPEALED (Required that no funds shall be expended for EB-5 loan repayment unless UH renews operating lease with HTDC for at least 25 years for $1 a year.)

SECTION 51.1. Provided that of the general obligation bond fund appropriation for the University of Hawaii – West Oahu EB-5 loan repayment, Oahu (UOH700), the sum of $17,000,000 or so much thereof as may be necessary for fiscal year 2016-2017 shall be expended upon the board of regents approval of the transfer of at least 30 acres, but no more than 50 acres to the high technology development corporation, department of business, economic development, and tourism and the state film office by January 1, 2018.

Summary

• Deleted previous proviso (2015)• $17,000,000 in general obligation bond appropriation to pay off EB-5 loan for

UHWO


• Board of Regents approve transfer of 30 to 50 acres of land • Transfer to HTDC, DBEDT and State Film Office• Deadline of January 1, 2018


9

As of May 26, 2016

SECTION 51.2 Provided that of the general obligation fund appropriation for the University of Hawaii – West Oahu (UOH700) the sum of $35,000,000 shall be expended for the creative media center; provided further that the department shall provide a report to the legislature regarding the partnership between the University of Hawaii – West Oahu and the department of business, economic development and technology to develop a master plan for the development of an integrated public/private creative media center is completed, initiative focused on west Oahu, which shall include the following:(1) A formal agreement between all respective agencies on the responsibilities of each agency;(2) A development plan to include expected costs and strategic partnerships between the public and private sectors;(3) A plan by the university to assign coordination and leadership for statewide creative media programs at the University of Hawaii – West Oahu; and provided further that a report on the above requirements be submitted to the 2018 Legislature.

Summary

• $35,000,000 general obligation bond capital funding for a Creative Media Facility at UHWO

• DBEDT as expending agency


• Develop agreements with other agencies (including DBEDT) • Articulate a plan for partnerships with public and private sectors• Deadline January 2018


10

As of May 26, 2016

SECTION 51.3. Provided that of the general obligation bond fund appropriation for University of Hawaii, systemwidesupport (UOH900) the sum of $48,625,000 or so much thereof as may be necessary for fiscal year 2016-2017 shall not be expended for the college of education if the college of education remains at the University of Hawaii at Manoa; provided further that of the $48,625,000, $3,000,000 shall not be expended until the university establishes and implements a master plan that seamlessly transitions students and their high school pathway program and community college credits to any four year state funded post-secondary education institution.

Summary

• Restricts where $48,625,000 in Systemwide lump sum general obligation bond capital funding for capital renewal and deferred maintenance can be expended

• Explicitly restricts capital expenditure on UHM College of Education


• No portion of the FY17 lump sum appropriation can be expended on College of Education

• Contingent upon College of Education moving from UH Mānoa • $3,000,000 of $48,625,000 contingent upon a high school to community college to

4-year college pathway program


11

As of May 26, 2016

SECTION 51.4. There is appropriated from the bond fund for the university the sum of $5,750,000 or so much thereof as may be necessary for fiscal year 2016-2017 for renovations, repairs, and improvements to the John A. Burns school of medicine. The sum appropriated represents only the amount derived from interest earnings accrued from the proceeds of University of Hawaii revenue bonds sold for the John A. Burns school of medicine, which remain available in the bond fund for the university. This authorization shall lapse on June 30, 2017.

Summary

• $5,750,000 authority to expend special funds for capital projects• Authority on proceeds from prior bond transaction


• Authorization to expend• Makes clear that the funds to be expended are interest from bond proceeds


12

Appropriation Bills Passed by Legislature

Appropriation of General Funds (External to the Supplemental Budget)

Measure $$$ Description

HB1608 $ 750,000 Graduation Pathway System (GPS)

HB2772 $ 560,000 Title IX and VAWA

SB2557 $ 450,000 Concussion Monitoring and Education

SB2835 $ 13,856,468 Unit 8 Collective Bargaining

Total $ 15,616,468

13

Administrative Bills

None of the five UOH bills that were part of the Administrative Package were passed by the legislature, which regarded:

• Financial Management • Technology Transfer • Rulemaking Authority (Chapter 91 vs. 92)• Revenue Bond Authorization*• Hawaiʻi Innovation Initiative Enterprise

*UH asked for authorization to issue $100 million in revenue bonds, but were allowed up to $30 million to address deferred R&M via HB1700 (state budget bill)

As of May 26, 2016 14

BILL NUMBER DESCRIPTION STATUS

HB 52 HD1 SD2

RELATING TO THE SELECTIVE SERVICE REGISTRATION AWARENESS AND COMPLIANCE ACT. Requires compliance with the Military Selective Service Act to qualify for state financial assistance for post-secondary education. Provides exceptions. Takes effect on 7/1/2018.

Failed to pass legislature

HB 1556 HD1 SD1

RELATING TO THE UNIVERSITY OF HAWAII. Authorizes UH to employ a person as a casual employee at UH if that person is a candidate for, or is elected to, a non-statewide or non-countywide public office. Effective 7/1/2091.

Failed to pass legislatureHB 1608 HD1 SD1 CD1

RELATING TO THE UNIVERSITY OF HAWAII. Appropriates $750,000 for the UH Graduation Pathway System. Effective 7/1/2016.

Passed by the legislature; pending Governor’s approval

HB 2008 HD2 SD2 CD1

RELATING TO PUBLIC EMPLOYMENT. Requires state departments and agencies to obtain approval from the governor for employment of temporary hires for periods of greater than two terms of eighty-nine days for a position that is wholly funded by general funds. Exempts the counties. Provides other limited exceptions. Effective 7/1/2016.


HB 2036 HD1 SD1 CD1

RELATING TO CONSERVATION DISTRICTS. Establishes an automatic ninety day extension of the conservation district permit decision deadline beyond the time necessary to complete an environmental impact statement or contested case hearing, if required. Effective upon approval.


16

Other Bills of Attention

As of May 26, 2016 15

BILL NUMBER DESCRIPTION STATUS

HB 2772 HD1 SD2 CD1

RELATING TO THE UNIVERSITY OF HAWAII. Requires UH to train employees and students on sexual harassment, sexual assault, domestic violence, dating violence, and stalking policies, appoint a confidential advocate at each campus, designate all faculty members as responsible employees under Title IX, enter into MOUs with county police departments regarding reporting of sexual assault cases to the police, and conduct a campus climate survey, and submit reports to the Legislature. Appropriates funds. Effective 7/1/2016.


SB 2398 SD2 HD2

RELATING TO COLLECTIVE BARGAINING. Establishes a collective bargaining unit for graduate student assistants employed by the University of Hawaiʻi. Delays formation of the graduate student assistant collective bargaining unit until 7/1/2017. Failed to pass legislature

SB 2835 SD1 HD1

MAKING APPROPRIATIONS FOR COLLECTIVE BARGAINING COST ITEMS. To provide fund authorizations and appropriations for collective bargaining cost items for collective bargaining unit (8) and their excluded counterparts, including the cost of salary adjustments negotiated between the State and the bargaining unit representative for fiscal biennium 2015-2017. Effective upon approval. Act 51 (5/10/2016)

SB 2839 SD2 HD2

RELATING TO THE HAWAII EMPLOYER-UNION HEALTH BENEFITS TRUST FUND. Amends the definition of "dependent-beneficiary". Amends the administration of EUTF moneys and transfers control of EUTF to the EUTF Board and placed under the Office of Collective Bargaining for administrative purposes. Specifies that the benefits of the EUTF are subject to negotiation under collective bargaining. Failed to pass legislature

17

Other Bills of Attention

As of May 26, 2016 16

MEASURE TITLE

HCR 151SUPPORTING ACCESS TO DEBT-FREE HIGHER EDUCATION AT PUBLIC COLLEGES AND UNIVERSITIES. Status: Failed adoption

SCR 18 SD1

AUTHORIZING THE ISSUANCE OF A TERM, NON-EXCLUSIVE EASEMENT COVERING A PORTION OF STATE SUBMERGED LANDS AT SAND ISLAND, HONOLULU, OAHU, FOR THE USE, MAINTENANCE, IMPROVEMENT, AND REPLACEMENT OF THE EXISTING FLOATING DOCK. Status: Adopted

SCR 26 SD1

REQUESTING THE UNIVERSITY OF HAWAII TO DEVELOP A PLAN TO PROMOTE COOPERATION BETWEEN UNIVERSITY OF HAWAII CAMPUSES TO INCREASE ONLINE COURSES AND DEGREE PROGRAMS. Status: Failed adoption

SCR 146 SD1

REQUESTING THE DEPARTMENT OF EDUCATION TO WORK WITH A SCHOOL OF ARCHITECTURE TO DEVELOP A PROOF OF CONCEPT FOR THE PLANNING AND DESIGNING OF A GYMNASIUM AT ANUENUE SCHOOL. Status: Failed adoption

18

Resolutions - Highlights

17

19

Other Legislative Measures: Board of Regents Nominees

All four nominations have been confirmed:

• GM 586 - Jan Sullivan (Honolulu)

• GM 587 - Wayne Higaki (Hawai‘i)

• GM 748 - Brandon Marc Higa (Student)

• GM 749 - Michelle Tagorda (Honolulu)

18

June 27 – 35th Day after Sine Die

• Last day for Governor to notify the Legislature on his intent to veto a bill

July 12 – 45th Day after Sine Die • Last day for Governor to sign a bill into law, veto a bill, or

allow it to become law without his signature

20

Legislation Calendar

19

1

June 2, 2016 Memo to Board of Regents From Randy Moore Subject: Meetings with UH-Manoa faculty senate executive committee Ernie Wilson and I, with Cyndi Quinn, met with the UH-Manoa faculty senate executive committee (SEC) on Monday, April 25, at their request. I have met together with one other regent with the SEC several times over the past two years. At the April 25 meeting SEC members expressed frustration that resolutions they pass and requests they make appear to them to be ignored or are not meaningfully considered. Part of the SEC members’ frustration is the structure of the board and UH system. We are a system board and not a campus board, and as a system board the faculty’s ability to have a dialog with the full board is limited. I thought it would be helpful, both to the SEC members as well as the regents, to address several of the SEC requests, both to generate a public dialog among regents on these issues as well as discuss a process for addressing SEC issues in the future. What follows is a draft response that incorporates what I believe is the sense of the board, but of course any and all of it is subject to the board’s revision. Revisions to Executive Policy and Administrative Policy 12.503 (Protection of Human Subjects) UHM faculty senate resolution presented to the regents at the February 25, 2016 board meeting requesting revisions to Executive Policy and Administrative Policy 12.503 (Protection of Human Subjects) to reflect current standards and requirements: BOR response: the board has delegated executive and administrative policy-making to the president. Therefore, no board response or action is necessary. Graduate certificates in tropical medicine and learning design & technologies for teachers UHM faculty senate resolution presented to the regents at the February 25, 2016 board meeting requesting graduate certificates in tropical medicine and learning design & technologies for teachers. BOR response: programs requiring the board’s approval are presented to the board for approval after they have been initiated by the faculty and vetted by the campus and system chancellors and administrations. These proposals have not yet been presented to the regents. As you are aware, the board has expressed concern about the proliferation of new degree programs on UH campuses without similar attention to program closures. Master of environmental management degree UHM faculty senate resolution presented to the regents at the February 25, 2016 board meeting requesting a new master of environmental management degree. BOR response: same as above. Reorganization of the Office of Public Health Studies and the Office of Aging UHM faculty senate resolution presented to the regents at the February 25, 2016 board meeting requesting

2

a reorganization of the Office of Public Health Studies and the Office of Aging under the School of Social Work. BOR response: the board has delegated approval of campus-level reorganizations to the president, who in turn has delegated them to the chancellors of the baccalaureate campuses and the vice president for community colleges for the community colleges. The resolution should be directed to the chancellor. The president may bring a proposed reorganization to the board, notwithstanding the delegation, if the president believes the reorganization will have significant impact. Transfer of the office of research compliance UHM faculty senate resolution presented to the regents at the February 25, 2016 board meeting opposing the transfer of the office of research compliance from the vice chancellor of research at Manoa to the system vice president for research. BOR response: the board’s committee on research and innovation discussed this matter at its meeting on February 11, 2016, when it considered the faculty senate’s resolution opposing the transfer, and the full board discussed it at its February 25 meeting before approving the transfer. The committee on research and innovation expects to review the results of this transfer after one year to see whether the savings anticipated materialize. In an earlier board discussion the board directed the president to move forward with the consolidation of support functions between Manoa and the system in the context of the board’s approval of the president’s recommendation to maintain a separate Manoa chancellor position. Full disclosure of UH’s noncommittal to conditions in faculty letters of hire UHM faculty senate resolution presented to the regents at the February 25, 2016 board meeting requesting full disclosure by faculty, including department chairs and search committees to prospective candidates that based on the current legal position of the University, their letters of hire may be subject to changes at any time without consultation with the faculty member or UHPA, and asking the University to treat offer letters as contractual obligations as is standard practice at universities nationwide. BOR response: this is a legal and/or collective bargaining matter that the board will not discuss in open session. Reorganization of the cancer center (#1) UHM faculty senate executive committee resolution presented to the regents at the March 24, 2016 board meeting urging the administration to reject the proposed reorganization of the UH Cancer Center as an organized research unit of the John A. Burns School of Medicine because a reorganization without the support of the faculties of the cancer center and the medical school and the UHM faculty senate would be a violation of faculty governance. BOR response: as the resolution appropriately states, this resolution is directed to the administration. Such a reorganization has not yet been presented to the board. The board’s understanding of faculty governance does not extend to “the board cannot make changes unless the faculty agrees.” Reorganization of the cancer center (#2) UH Cancer Center faculty senate resolution presented to the regents at the March 24, 2016 board meeting requesting that any reorganization of the cancer center be deferred until its new director has been hired and assumes full control of the cancer center.

3

BOR response: No reorganization has been presented to the board. Administrators holding dual executive/managerial positions simultaneously UHM faculty senate executive committee resolution presented to the regents at the March 24, 2016 board meeting insisting that no individual hold more than one executive/managerial position at any time. BOR response: the board will ask the administration to consider this matter and determine whether an amendment of any regent policies are desirable to address it. That said, the board expects the administration to contain costs, particularly administrative costs, when possible. Selection of interim director of the UH Cancer Center UH Cancer Center faculty senate resolution presented to the regents at the March 24, 2016 board meeting asking that the UHM chancellor immediately select, with faculty input, a cancer researcher as interim director of the UH Cancer Center. BOR response: as the resolution appropriately states, this resolution is directed to the chancellor. Task force to study optimal organization of the UH system and UHM UHM faculty senate executive committee resolution presented to the regents at the April 21, 2016 board meeting requesting the board to appoint a task force to study optimal organization of UH system and UHM and the possible separation of UHM from the system and to stop the current reorganization efforts. Subsequent to the April 21 meeting, the UHM faculty senate chair identified three areas for discussion by such a task force:

• System/campus reorganization • Strategic planning for research and academics • Mission differentiation for the component campuses that make up the system.

BOR response: the board has considered whether the positions of system president and UHM chancellor should be combined and reaffirmed the continued separation of the two positions, but it has not considered the separation of UHM from the system. It was the board that asked the president to more clearly define the roles of the system and the campuses (including UHM) to improve the efficiency and effectiveness of the nonacademic functions of UH, and the board expected that a specific proposal or set of proposals to accomplish this would have been presented to it by now. The board in October 2015 asked the president to prepare a system-wide academic and facilities plan that, before it is presented to the board, will be discussed and reviewed at the ten campuses. This will include a discussion of the missions of the individual campuses. The UHM vice chancellor for research has begun developing a strategic plan for research that will include integration of research with instruction. The board expects the UHM faculty will be actively involved in these processes. Separation of UHM from the system would likely require legislation and perhaps even a constitutional amendment. Correction to minutes of research & innovation committee meeting of February 11, 2016

4

UHM faculty senate committee on administration and budget (CAB) requested at the April 21, 2016 board meeting that the minutes of the February 11, 2016 meeting of the research & innovation committee be corrected BOR response: this request should have been made to the committee, not the board. The board does not approve the minutes of committee meetings. The request should also specify the requested language changes (for example, “abc …” should replace “xyz”). It appears that the CAB is disagreeing with statements made by the vice president-research and is not saying that the minutes inaccurately reflect what was said at the meeting. Amendments to R.P. 5.201 to address programs with low numbers of graduates UHM faculty senate executive committee resolution presented to the regents at the April 21, 2016 board meeting suggested that a board policy providing for the chancellor’s office to examine the financial sustainability of all level 5 units on a regular basis, but that reaching down into departments and programs by regents policy in inappropriate, unnecessary and counterproductive. BOR response: The board does not believe that R.P. 5.201 “reaches down into departments and programs.” It provides for a campus-level review of programs with low numbers of degrees/certificates and an annual report to the board of such programs and other campus-level program reviews conducted in accordance with professional and regional (WASC) accreditation standards. This board policy is consistent with current practice. The purpose of the annual reports to the board is to enable the board to discharge its oversight responsibility to ensure that the campuses are monitoring their programs. Appointment of task group on UH Cancer Center The UHM faculty senate chair urged the regents at the April 21, 2016 board meeting to appoint a task group on the UH Cancer Center because the business plan is inadequate to make the cancer center financially viable. BOR response: Now that the legislature has spoken, and two regents asked by the board chair to provide consultation to the University of Hawaii Cancer Center director in the development of a business plan that will support the upcoming application to the National Cancer Institute for renewal of the UH Cancer Center’s NCI P-30 designation have completed their work, the board expects the university administration to prepare a revised plan that will chart a course to both a renewal of the NCI P-30 designation and financial sustainability. Appointment of faculty members to the board of regents The UHM faculty senate chair forwarded to the regents at the April 21, 2016 board meeting a request from the all-campus council of faculty senate chairs that the two ACCFSC co-chairs be appointed to the board as ex officio nonvoting members. This would provide faculty input to the governing body from both the two-year and the four-year institutions. This could be accomplished without legislation or a constitutional amendment. BOR response: The board has not formulated a position on this matter. Faculty input is presently afforded to both individual faculty members as well as faculty organizations via the public comment portion of all board and committee meetings.

Item VII.B.3.

Evaluation Process of

the Performance of

the President

NO MATERIALS

ORAL REPORT

Executive Session

notice of board of regents meeting · attachment a-i,june 2, 2016 3 of 17 first name & monthly...

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