December 2005

A Few Words
From Nicholas Allen, Interim President

	Nicholas Allen

As we at UMUC continue to pursue our important mission, we must also continue to adjust our structure and policies to meet new demands. In so many ways our efforts depend upon our ability to recruit and retain the kind of faculty and staff that are represented in our ranks today. A part, but an important part, of the equation for accomplishing that involves our compensation structure and practices.

Over the past 18 months we have attempted to engage, understand, and resolve a set of complex organizational issues related to compensation worldwide for faculty and staff. That project has sought input and data from many sources inside and outside UMUC, and has involved members of Europe, Asia, and Maryland operations. I am happy to report these efforts are now largely complete, enabling us to introduce a set of changes that I believe will benefit our employees.

In January, we will introduce a new compensation structure aimed at increasing our competitive position in hiring and retaining faculty and staff, making the application of compensation policy more equitable and consistent, and streamlining the overall compensation process. In addition to the compensation structure, we have looked at the currency adjustment process overseas and will be introducing changes to the currency adjustment methodology. Finally we will also introduce some changes to other personnel practices, largely having to do with personnel classifications and retirement benefits overseas. More details will be forthcoming in individualized communications with changes that directly impact you.

The greatest impact of some of these changes will occur overseas, especially in Europe. For half a century, the overseas programs have been an important part of UMUC. As we all know, the external environment in which we operate these programs is changing and presenting significant challenges to the University. Thus we must continue to work together to meet these challenges and find new ways of doing business to strengthen the University in order to successfully continue in the future.

We are also looking at adjunct faculty and nine-month collegiate faculty compensation, but we will not be implementing changes in these areas until the beginning of the new academic year, in July 2006. Nonexempt staff compensation is covered by the collective bargaining agreement, and it was not part of this process.

When you have had a chance to see and consider the changes to the compensation model in more detail, I hope you will agree that they represent an important part of the effort to strengthen our university for the future. Thank you for your patience in giving us the time over the past few months to bring these issues to resolution.