Professional Documents
Culture Documents
22324
RequisitionInformation
RequisitionNumber:
22324
JANumber:
1000849
POSITIONINFORMATION
TitleCode:
5173
JobTitle:
ATHLETICSPROFESSIONAL3
SuggestedWorkingTitle:
VideoCoordinator,Men'sBasketball
PostingCategory:
Professional
PersonnelProgram:
ApprovedGradeLevel:
N/A
RangeMinimum:
RangeMaximum:
PostingSalaryRange:
Salarycommensuratewithskills,knowledgeandexperience.
ShiftDifferential:
No
ShiftDifferential(Swing):
ShiftDifferential(Graveyard):
ShiftDifferential(Weekend):
ShiftStart:
8:00am
ShiftEnd:
5:00pm
AppointmentType:
Contract
Duration:
Other(seenotes)
RequisitionType:
Replacement
PreviousIncumbentName:
(Ifthisisanewposition,pleaseenter KoryBarnett
"New".)
FullorPartTime:
FullTime
PercentageofTime:
100
FLSAStatus:
Exempt
EmployeeRelationsCode:
EAllothers,notconfidential
DEPARTMENTINFORMATION
Organization:
6000INTERCOLLEGIATEATHLETICS
Department:
3745INTERCOLLEGIATEATHLETICS
DepartmentWebsiteURL:
FAU#:
(format:xxxxxxxxxxxxxxxx)
PleaseenterFAU#only,enter"N/A"
ifnotapplicable
4763217GN705001
PreparerName:
JULIECLEVELAND
PreparerEmailAddress:
jcleveland@athletics.ucla.edu
PreparerPhoneNumber:
3102063329
SubmitterName:
JULIECLEVELAND
SubmitterEmailAddress:
jcleveland@athletics.ucla.edu
SubmitterPhoneNumber:
3102063329
SubmitterFaxNumber:
3108257406
BackupSubmitter(s):
(Pleaseselectadditionalsubmitter(s) RAMOS,CARMEN
tobenotifiedwhenaClosing
TAMURA,JORDAN
Documentisroutedtothesubmitter.)
HiringManager/HiringManager
AssistantforthisPosting:
(Select",None"ifyourhiring
manager'snamedoesnotappearin
thisbox.)
CLEVELAND,JULIE
Norris,Kenneth
PrimaryHiringContact:
KennethNorris
PrimaryHiringContactEmail
Address:
knorris@athletics.ucla.edu
PrimaryHiringContactPhone
Number:
3108252191
POSTINGINFORMATION
JobSummaryStatement:
UnderthedirectsupervisionoftheDepartmentofIntercollegiate
Athletics(DIA)VideoDirector,directandsuperviseallUCLA
Basketballvideooperations.Makesureeverypractice,home
game,androadgameisfilmed.Prepareandbreakdownall
opponents'games,UCLAgamesandpracticefilmforusebythe
HeadCoachandAssistants.Createaneditofeachopponent's
playsandpersonnelpriortoeverygamefortheteamtowatch.
Overseefilmexchangeandensureallopponents'gamesandUCLA
gamesareavailableonthebasketballserverfortheHeadCoach
andAssistantCoachestoreviewandwatch.Manageandmaintain
allofthevideoequipment,computers,softwareandworkclosely
withSportsTech'sSystemstocontinuallyupdateandupgradethe
basketballprogramscapabilities.Overseeallbasketballrelated
activitiesduringsummercamps.Requirestravelwiththeteam,
andattendanceateverypracticeandhomegame.Eveningsand
weekendhoursarerequired.
SKACs
14Records
SKAC
Abilitytooperateandperformbasicmaintenanceonawiderangeofaudiovisual
equipmentincluding,butnotlimitedto:videocameras,videocassetterecorders,video
projectors,monitors,soundequipment,mixers,audiocassetterecorders,compactdisc
players,speakers,microphone,LCDprojectors,computerprogramsrelatedtosports
editing,andavarietyofcablesandconnectors.
Required/Preferred
Required
Interpersonalskillstoestablishandmaintaineffectiveworkingrelationshipswith
coachingstaffsandadministrativestaff.
Required
Abilitytoformeffectiveworkingrelationshipswithstudentsandmembersofdiverse
academic,administrative,andtechnicaldisciplines.
Required
Abilitytoworkinanenvironmentcharacterizedbyconstantinterruptionsand
distractions.
Required
Effectivelisteningskillstoascertaincommunicatedproblemsandtoassistcoachesand
staff,carryoutdepartmentrelatedtasks,andrespondtoclarifyprocedures.
Required
Abilitytoroutinelyworknonstandardhours,includingeveningsandweekends.May
sometimesincludea24hourshift.
Required
Abilitytoroutinelytraveltoaccommodatethevideoneedsoftheteam.
Required
Abilitytoliftupto75100poundstotransportequipmentfromstorageroomtovarious
workinglocations.
Preferred
Abilitytostandforlongperiodsoftimeasequipmentoperator,alsotoreachupand
kneeldownfrequently.
Required
Basicknowledgeofsafeelectricalpractices.
Required
PossessionofvalidCaliforniaDriver'sLicenseandabilitytodriveUniversityvehiclesand
followallpoliciesandproceduresrelatedtotheuseofthosevehicles.
Required
Detailedknowledgeofhowtopatchnecessaryaudio/videoconnectorstoexisting
equipmentforduplication.
Required
Communicationskillssufficienttoeffectivelydirectstaffinfieldastohowto
troubleshootequipment/systemproblemsoverthetelephoneand/ortwowayradio.
Required
Detailedknowledgeofsafeworkpracticesrelatedtothehandling,transporting,setting
upandstrikingofinstructionalmedia/audiovisualequipment.
Required
AdditionalReqInformation
Resume
RequiredApplicantDocuments
CoverLetter
(Specifydocumenttypesin"Special
References
InstructionsforApplicants."):
SalaryHistory
OptionalApplicantDocuments
(Specifydocumenttypesin"Special
InstructionsforApplicants."):
SpecialInstructionsforApplicants:
AdditionalContactInformationfor
Applicants:
IsthisaMasterJobDescription
(ForMultiplePositionsOnly)?
No
PostingType:
StandardPosting
NumberofPositions:
(foruseonlywithamultihirereq)
LengthofPosting:
MinimumPostingPeriod(perpolicy)
SPECIALINSTRUCTIONS
ProcessingNotes:
AdvertisingSources:
TOBECOMPLETEDBYCHR
FirstPostingDate:
(Entertoday'sdatefor"NoPost")
07082015
PostingPeriod:
2Weeks
ApplicationDeadline:
07232015
(Entertoday'sdatefora"NoPost")
ExternalPostingDate:
BargainingUnitCode:
99PolicyCovered
QuicklinkToPosting:
hr.mycareer.ucla.edu/applicants/Central?quickFind=66108
Featuredjobthisweek?
No
IsthisanInternalJobposting?
No
EmploymentConsultant:
RonGuizado
CHREmployment
Specialist/Assistant:
CompensationAnalyst:
RAMONTEJEDA
SpecialEmploymentDesignations/Requirements
SpecialEmploymentDesignations
PerUCPolicy
ConflictofInterest:
N/A
Critical:
Continuedemploymentcontingentuponcompletionof
satisfactorybackgroundinvestigation.
DrivingRecord:
N/A
ViewPolicy/Procedure
ViewPolicy/Procedure
ViewPolicy/Procedure
EVerifycheck:
Certainpositionsfundedbyfederal
contracts/subcontractsrequiresUCLAto
notifyjobapplicantsthatanEVerify
checkwillbeconductedandthe
successfulcandidatemustpasstheE
Verifycheck.
ThispositiondoesnotrequireEVerifycheck.
MoreInformation
CANRA:
Isthispositiondesignatedasa
mandatoryreporterunderCANRA?
MoreInformation
OtherSpecialEmployment
YesPleasehavetheemployeesignthe"Statement
AcknowledgingRequirementtoReportChildAbuse".
Requirements
Useoftheseislimitedtocertain
departmentsandapplicationrequires
priorconsultationwithCampusHuman
ResourcesEmploymentServices.
ScreeningQuestions
Whatwastheprimarysourceofadvertisingthatcompelledyoutoapply?
ANSWER
NoResponse
Alumni
Bus/VanAdvertisement
CADepartmentofRehabilitation
Careerbuilder.com
ChronicleofHigherEducation
Craigslist
Dice.com
DirectMailing
Flier/EMailAnnouncement
HERC(HigherEducationRecruitmentConsortium)
Hireahero.org
Indeed.com
Insidehighered.com
JobFair(pleasespecifywhichonebelow)
LATimes
LAWeekly
LinkedIn
Monster.com
Newspaper(pleaselistNewspapernamebelow)
ReferredbyUCLAEmployee(pleaseprovidetheirnamebelow)
UCLACareerOpportunitiesWebsite
USDepartmentofVeteransAffairs
OtherWebsite(pleasespecifywhichonebelow)
Thisquestionisrequired.
OtherSource:
(enter'NA'ifnotapplicable)
SHORTTEXT
Thisquestionisrequired.
GuestUser
UserName:
Password:
Between6and20Characters
RoutingforApproval
NextDepartmentalReviewers:
Notes/History
070820153:29PM
JULIECLEVELAND
Saved
070820153:31PM
JULIECLEVELAND
Saved
070820153:32PM
JULIECLEVELAND
Saved
070820153:33PM
JULIECLEVELAND
PendingCHRActionSubmittedforReview
070820153:57PM
NOAHAPODACA
PendingCHRActionConsultantReview
070820153:57PM
NOAHAPODACA
ApprovedtoPost
070820153:57PM
SystemGenerated
Posted
0724201512:01AM
SystemGenerated
ExpiredPosting
073120154:00PM
Closed
RowenaTimoteo
Navigating the
Recruitment and Selection
Process
Guide for UCLA Hiring Managers/Supervisors
Rev. 07NA2015
Table of Contents
I. The UCLA Hiring Process
II. Plan Your Strategy
-Marketing Your Job. . . . . . . . . . . . . . . . . . . 6
- Screening Applicant Materials . . . . . . . . . . . 7
III. Manage the Process
- Initial Screening Contact. . . . . . . . . . . . . . . 8
- Departmental Guidelines for
Managing Applicants On-Line . . . . . . . . 10
- How to use the Employment Application . . . 11
- Types of Questions . . . . . . . . . . . . . . . . . . . 15
- Sample Behavioral Interview Questions . . . . 17
- Interviews Dos and Donts . . . . . . . . . . . . . 18
- Before the Interview . . . . . . . . . . . . . . . . . . 23
- The Interview Process . . . . . . . . . . . . . . . . 24
- Evaluating Applicants . . . . . . . . . . . . . . . . . 27
- Reference Checks . . . . . . . . . . . . . . . . . . . . 27
IV. Complete the Process
- Making the Job Offer . . . . . . . . . . . . . . . . . 29
- Background Checks . . . . . . . . . . . . . . . . . . 31
- Updating Applicant Statuses . . . . . . . . . . . . 32
- Creating a Closing Document . . . . . . . . . . . 32
V. Tap into Your Resources
Attachment 1 Summary Statements
Attachment 2 Hiring Process Checklist
Contract and Limited appointment positions are not required to be posted. The
department may choose to post and conduct a full search
Once your job requisition is received in Employment Services, your job will be posted on
the UCLA Career Opportunities website within 2 business days. Please see details
regarding Personnel Policy 20 Recruitment and Personnel Policy 21 for more detailed
information.
https://www.chr.ucla.edu/policies-and-labor-contracts/ucla-procedures-for-uc-personnel-policiesfor-non-represented-staff-members
To review the online tutorial for hiring managers, please go to the UC Learning Center at
http://lms.ucla.edu and search for course LACCHR0770
Describe the position in enough detail to give the candidate a reasonable understanding of
the position and the department environment.
Evaluate information obtained during the phone-screening process to determine if a faceto-face interview is warranted given skill sets and competitiveness of other applicants.
Eliminate applicant from pool if required salary range is considered too low for the
applicant.
Schedule a time with the applicant making sure there is an understanding of why you are
calling.
Expectation
State the salary range as posted
Discuss the true salary proposed by the department
Ask for current salary or salary range
Determine if person is still interested based on compensation
Motivation
Ask how this position fits in the interviewees overall career path
Core-Competency Interview Questions
Begin asking pre-developed interview questions focusing on the core competencies
needed such as management, budget, or technical experience
Drill down for specific information not found on the resume such as number of people
managed, amount of budget, etc.
Additional Questions
What unique skills and abilities do you bring to the table for our position?
How would you describe your work style?
What do you think are the most important characteristics needed for this position and how
do you fulfill those needs?
How would you describe your most recent accomplishment that is directly related to this
position?
Given your background, what do you see as the most challenging aspect of this position?
B Under Review
C Under Review
Once youve interviewed your A applicants and have decided to move forward with a job offer,
you should finish coding your B and C applicants based on the screening codes that have been
established within the system.
Please note:
When you set the A Under Review B Under Review or C Under Review codes,
the applicant sees the status of Under Review regardless of which letter youve set.
When you set the Not Interviewed/Others Stronger status, the applicant sees a status of
Reviewed/Others Selected regardless of the secondary status youve set.
After you have selected your final candidate, be sure to appropriately code the remaining A
candidates within the system and choose Candidate Selected for your final candidate.
10
Salary
Start Date
11
Relatives
Convictions
Employment History
Position Held
12
Employment gaps
Certifications/licenses
13
14
15
Examples: Describe a situation where others you were working with on a project disagreed with
your ideas. What did you do?
16
Give an example of a goal you reached and tell me how you achieved it.
Describe a decision you made that was unpopular and how you handled implementing it.
Have you gone above and beyond the call of duty? If so, how?
What do you do when your schedule is interrupted? Give an example of how you handle it.
Have you had to convince a team to work on a project they weren't thrilled about? How did
you do it?
Tell me about how you worked effectively under pressure.
Give me an example of a problem you faced on the job and tell me how you solved it.
Tell me about out a situation in the past year in which you had to deal with a very upset
customer or co-worker. How did you resolve the situation?
Give me an example of an important goal you had to set and tell me about your progress in
reaching that goal.
Can you tell me about a time when you suggested a new way of doing something? What
happened?
Describe a situation where others you were working with on a project disagreed with you
ideas. What did you do?
17
18
19
20
Dos:
Don'ts:
Don't assume that persons with disabilities are unemployable.
Don't assume that persons with disabilities lack the necessary education and training for
employment.
Don't assume that persons with disabilities do not want to work.
Don't assume that alcoholism and drug abuse are not real disabilities, or that recovering
drug abusers are not covered by the ADA.
Don't ask if a person has a disability during an employment interview.
21
Don't assume that certain jobs are more suited to persons with disabilities.
Don't hire a person with a disability if that person is a significant risk of substantial harm
to the health or safety of the public and there is no reasonable accommodation to reduce
the risk or the harm.
Don't hire a person with a disability who is not qualified to perform the essential functions
of the job even with a reasonable accommodation.
Don't assume that you have to retain an unqualified employee with a disability.
Don't assume that your current management will need special training to learn how to
work with people with disabilities.
Don't assume that the cost of accident insurance will increase as a result of hiring a
person with a disability.
Don't assume that the work environment will be unsafe if an employee has a disability.
Don't assume that reasonable accommodations are expensive.
Don't speculate or try to imagine how you would perform a specific job if you had the
applicant's disability.
Don't assume that you don't have any jobs that a person with a disability can do.
Don't make medical judgments.
Don't assume that a person with a disability can't do a job due to apparent and nonapparent disabilities.
Don't assume that your workplace is accessible.
22
line in PeopleAdmin and print their completed employment application for the interview.
23
The Interview allows you to obtain job-related information about the interviewees skills
and abilities as related to your opening. Clarify information about their work history,
education and background. In addition, you will be able to assess how they answer
behavior-related questions regarding past employment experiences which is a strong
predictor of how they will handle future work experiences.
24
25
26
on interview information.
Evaluate the interviewees on each selection separately. Keep in mind that everyone has strong
Avoid the tendency to give negative information too much importance. Be careful to balance out
good and bad points about the applicant. Use the entire rating spectrum in order to draw
distinctions among interviewees. Try not to place all your ratings in the middle or at the
extremes.
In making the hiring decision, use your Rating Guides to determine which interviewees rated
highest on the selection criteria most important to your position. Then select the
interviewee who represents a match to perform the duties of the job most effectively.
If you evaluate two or more interviewees as substantially equally matched, give primary
consideration to providing promotional and transfer opportunities to career-status employees.
Your Employment Consultant is available to consult with you on comparing and evaluating
finalists.
Reference Checks
Reference checks are job-related inquiries that are useful in verifying an applicants previous
work history and skills, knowledge and abilities. They should be conducted FOR FINALISTS
ONLY prior to making a hiring decision and commitment. You must have written authorization
from the individual for whom you are seeking the reference before you can contact a current
supervisor (university or non-university).
Introduce yourself and state the purpose of your call. Be sure the reference has time to talk.
Confirm the relationship between the reference and the candidate, i.e., "In what capacity,
and for how long, did you know Mary Thompson? Former immediate supervisors are the
most reliable sources.
Briefly describe the position for which the candidate has applied.
Verify basic data such as job title, duties, salary and dates of employment.
27
Ask job-related questions to elicit the references observation and personal assessments of
observed work behaviors that will be required by the position for which you are considering
the applicant. Do not ask for predictions.
ASK: "What type of business correspondence did Mary compose? Describe the
quality of her writing including grammar, spelling and punctuation."
DO NOT ASK: "How well do you think Mary will be able to perform the job for
which I am considering her?
Be Consistent
Obtain references for ALL candidates that you wish to hire.
Ask the same basic questions about all candidates for whom you obtain references.
Weigh information you receive in the same manner for all candidates. What disqualifies one
should be a basis for disqualifying any other.
28
Non-Acceptance
Occasionally a final candidate rejects the job offer. This can be due to a number of different
reasons. If possible, elicit the reason(s) why the candidate has rejected the offer and contact
your Employment Consultant to discuss options.
29
30
PeopleAdmin stores all applicant resumes and applications; therefore, it is not necessary for you
to keep all of the remaining applicant resumes that you did not interview.
31
32
loller@chr.ucla.edu
Employment Consultants:
Noah Apodaca
Ron Guizado
Judy Nakano
napodaca@chr.ucla.edu
rguizado@chr.ucla.edu
jnakano@chr.ucla.edu
Employment Operations:
Rowena Timoteo
Eric Wang
rtimoteo@chr.ucla.edu
ewang@chr.ucla.edu
Employment Services is available to assist you with your vacancies. Some of the services we
provide include the following:
33
Attachment 1
34
35
Attachment 2
Use the following checklist to ensure you conduct a thorough recruitment process:
____ Review job description, updated (if necessary) entered it into PeopleAdmin
____Job Description reviewed and classified by CHR Compensation Unit
____Create job requisition in PeopleAdmin to begin the recruitment process
____Develop
recruitment plan
Marketing/Advertising
Flyers/professional associations
Develop timeline for recruitment process
36
Tamura, Jordan
From:
Sent:
To:
Subject:
Thompson, Lynne
Friday, June 13, 2014 11:28 AM
Tamura, Jordan
RE: Near Relative Request - Kory Alford
Jordan,AVCLevinhasapprovedyourrequestsforKoryAlfordand
Lynne
IdontknowifLubbecanturnitaroundthatquickly.Weneedtohaveatleast48hoursadvancenoticeontheseif
possible.Illdomybest!Lynne
HiLynne,
WewouldlikeKorysappointmenttostarttomorrowifpossible,aswewouldliketogethimonpayrollbeforethecamp
starts.
Thankyou,
JordanTamura
AssistantManager|Payroll&HumanResources|UCLAAthletics
J.D.MorganCenter|P.O.Box24044|LosAngeles,CA900240044
O:(310)2068558|F:(310)8257406|E:jtamura@athletics.ucla.edu
Jordan,whatdateisthisproposedtocommence?thanks,Lynne
HiLynne,
WehaveaNearRelativeRequestforKoryAlford.PleasefindattachedaletterfromAthleticDirector,DanielGuerrero,in
whichheisrequestingtheapprovaltohireKoryAlfordasaparttimeCampCounselorforourMensBasketballCamps
1
thissummer.Wedonothaveanorganizationalchartforthisparttimeposition,butitwouldreporttoCampDirector,
GavinCrewtoSr.AssociateAD,KenWeiner.
WewouldliketohireKoryforoneyear(June30,2015),afterwhichwewillrequestanextensionifweneedtocontinue
hisemployment.Hewillonlybeworking24campsperyear.Ourcampcounselorsarepaidonabyagreement
appointment,buteachoftheMensBasketballcampslastnolongerthan5days,withanaveragepayof$100perday.
Thankyou,
JordanTamura
AssistantManager|Payroll&HumanResources|UCLAAthletics
J.D.MorganCenter|P.O.Box24044|LosAngeles,CA900240044
O:(310)2068558|F:(310)8257406|E:jtamura@athletics.ucla.edu
Cleveland, Julie
From:
Sent:
To:
Cc:
Subject:
Cleveland, Julie
Friday, July 31, 2015 8:46 AM
Smith, Lazetta; Tamura, Jordan
Ramos, Carmen; Raful, Maylene
RE: Near Relative Request - Kory Alford
Hi Lazetta ~
Coach Alford will not have any involvement in any employment or personnel matters related
to Kory Alford.
Thank you so much!!
Julie
HiJordan,
IampleasedtoinformyouthatAssociateViceChancellorLubbeLevinhasapprovedDirectorGuerreros
requesttopromoteKoryAlfordtoafulltimeContractpositionasAthleticsProfessional3attherateyouve
indicatedbelow.HowevertherequestisapprovedonlyifthereisastipulationthatCoachAlfordhasnotand
willnothaveanyinvolvementinanyemploymentorpersonnelmattersrelatedtoKoryAlford.
Ifyouhaveanyquestionsregardingthisapproval,pleasecontactme.
Regards,
Lazetta
Lazetta Smith
********************************************
1
Lazetta Smith
Manager
UCLA CHR Policy & Personnel Services
Interim Compensation Services Manager
lazetta@chr.ucla.edu
Phone: (310) 794-0877
Fax: (310) 794-0875
OriginalMessage
From:Levin,Lubbe
Sent:Thursday,July30,20158:12PM
To:Smith,Lazetta
Cc:Raful,Maylene
Subject:Re:NearRelativeRequestKoryAlford
Lazetta,
IapprovetherequestbasedonyourrecommendationsolongasthereisstipulationthatCoach
Alfordhasnothadandwillnothaveanyinvolvementinanyemploymentorpersonnelmatters
relatedtoKoryAlford.
Thanks.
Lubbe
HiLazetta,
IhavereceivedarequesttopromoteKoryAlfordtofulltimeemployment.PleasefindattachedaletterfromAthletic
Director,DanielGuerrero,inwhichheisrequestingtheapprovaltohireKoryAlfordasafulltimeemployeeworkingas
VideoCoordinator,MensBasketballfortheVideoDepartment.Attachedisourdepartmentorganizationalchart,which
showsthathispositionwouldreporttoKenNorris,VideoDirector,toWilliamRipScherer,AssociateAthleticDirector.
Ihavealsoattachedpastemailexchangesshowingtheinitialapproval,aswellasthemostrecentrenewalapproval,
regardingKorysemployment.KoryiscurrentlyonpayrollasaparttimeRecreationProgramInstructor(4011)andhis
workingtitleiscampcounselor.
WewouldliketoofferKorythefulltimecontractpositionfillingrequisition#22324,tostartonMonday,August3,2015
asanAthleticsProfessional3(5173)for100%timeatanmonthlyrateof$3,166.67.
Pleaseletmeknowifyouhaveanyquestionsorconcerns.Thankyou!
JordanTamura
AssistantManager|Payroll&HumanResources|UCLAAthletics
J.D.MorganCenter|P.O.Box24044|LosAngeles,CA900240044
O:(310)2068558|F:(310)8257406|E:jtamura@athletics.ucla.edu
Cleveland, Julie
From:
Sent:
To:
Cc:
Subject:
Attachments:
Tamura, Jordan
Friday, June 26, 2015 4:37 PM
Smith, Lazetta
Raful, Maylene; Cleveland, Julie; Ramos, Carmen; Levin, Lubbe
RE: Near Relative Request - Kory Alford
Near Relative Request - Kory Alford.pdf; Near Relative Request - Kory Alford[2015].pdf
HiLazetta,
IhavereceivedarequesttorenewKoryAlfordsemploymentforthisupcomingsummer.Pleaseseetheattached
request.IhavealsoincludedmyemailexchangewithLynneThompson(below)regardingKorysemploymentlastyear.
KoryscurrentappointmentendsonJune30,2015Iapologizethatthisrequestiscominginsolate.Ifthisrequestis
notapproved,thenwewillseparateKoryinEDB,however,wewouldliketoextendhisemploymentforanotheryear,
throughJune30,2016.
Pleaseletmeknowifyouhaveanyquestionsorconcerns.Thankyou!
JordanTamura
AssistantManager|Payroll&HumanResources|UCLAAthletics
J.D.MorganCenter|P.O.Box24044|LosAngeles,CA900240044
O:(310)2068558|F:(310)8257406|E:jtamura@athletics.ucla.edu
Jordan,AVCLevinhasapprovedyourrequestsforKoryAlfordand
Lynne
IdontknowifLubbecanturnitaroundthatquickly.Weneedtohaveatleast48hoursadvancenoticeontheseif
possible.Illdomybest!Lynne
HiLynne,
WewouldlikeKorysappointmenttostarttomorrowifpossible,aswewouldliketogethimonpayrollbeforethecamp
starts.
1
Thankyou,
JordanTamura
AssistantManager|Payroll&HumanResources|UCLAAthletics
J.D.MorganCenter|P.O.Box24044|LosAngeles,CA900240044
O:(310)2068558|F:(310)8257406|E:jtamura@athletics.ucla.edu
Jordan,whatdateisthisproposedtocommence?thanks,Lynne
HiLynne,
WehaveaNearRelativeRequestforKoryAlford.PleasefindattachedaletterfromAthleticDirector,DanielGuerrero,in
whichheisrequestingtheapprovaltohireKoryAlfordasaparttimeCampCounselorforourMensBasketballCamps
thissummer.Wedonothaveanorganizationalchartforthisparttimeposition,butitwouldreporttoCampDirector,
GavinCrewtoSr.AssociateAD,KenWeiner.
WewouldliketohireKoryforoneyear(June30,2015),afterwhichwewillrequestanextensionifweneedtocontinue
hisemployment.Hewillonlybeworking24campsperyear.Ourcampcounselorsarepaidonabyagreement
appointment,buteachoftheMensBasketballcampslastnolongerthan5days,withanaveragepayof$100perday.
Thankyou,
JordanTamura
AssistantManager|Payroll&HumanResources|UCLAAthletics
J.D.MorganCenter|P.O.Box24044|LosAngeles,CA900240044
O:(310)2068558|F:(310)8257406|E:jtamura@athletics.ucla.edu