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THE ACADEMIC PERSONNEL PROCESS FOR SENATE FACULTY Maureen Stanton Vice-Provost – Academic Affairs September 21, 2012.

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Presentation on theme: "THE ACADEMIC PERSONNEL PROCESS FOR SENATE FACULTY Maureen Stanton Vice-Provost – Academic Affairs September 21, 2012."— Presentation transcript:

1 THE ACADEMIC PERSONNEL PROCESS FOR SENATE FACULTY Maureen Stanton Vice-Provost – Academic Affairs September 21, 2012

2 Welcome to the UC Davis community!!

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4 APM ASMD CAP FPC MOU MIV VP-AA

5 ROADMAP ROADMAP Campus culture/expectationsCampus culture/expectations Nuts & bolts of the merit/promotion systemNuts & bolts of the merit/promotion system

6 Some key elements of UC Davis culture  High expectations within a system of peer review and shared governance  Emphasis on collaboration, not competition  Scholarly excellence is required, but is also not sufficient  Faculty are expected to serve the University, their profession and the public  Very good teaching and mentorship are valued and rewarded  Shared governance is a key value

7 The UC Davis personnel process  is very transparent  is remarkably fair  keeps peers in touch with your achievements  … and requires hard work at all levels

8 MyInfoVault (MIV) CandidateDepartment MyInfoVault: UCD’s digital dossier management system information/index.html information/index.html

9 THE UC RANK & STEP SERIES Three faculty ranks (Assistant, Associate, Full) Three faculty ranks (Assistant, Associate, Full) Promotion to the next rank requires both internal & external review Promotion to the next rank requires both internal & external review Steps within each rank Steps within each rank Advancement generally requires only internal review (merit actions) Advancement generally requires only internal review (merit actions) Two additional “barrier” steps at the senior Professor rank Two additional “barrier” steps at the senior Professor rank Advancement requires internal & external review Advancement requires internal & external review

10 RANKS AND STEPS WITHIN RANKS Assistant Professor Professor Step I2 yrs Step I* 3 yrs Step II2 yrs Step II 3 yrs Step III2 yrs Step III 3 yrs Step IV2 yrs Step IV 3 yrs (Step V)2 yrs Step V 3 yrs/Indef (Step VI)2 yrs Associate Professor/Tenure Step I* 2 yrs Step VI* 3 yrs/Indef Step II2 yrs Step VII 3 yrs/Indef Step III2 yrs Step VIII 3 yrs/Indef (Step IV)3 yrs Step IX 4 yrs/Indef (Step V) 3 yrs Professor Above Scale*

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12 WHO DECIDES? The Administration… after consultation with the Academic Senate

13 Chancellor Dean Vice Provost Faculty Personnel Committee (FPC) Senate Committee on Academic Personnel (CAP) Normal merits (step change) Normal merits (step change) Accelerations that don’t Accelerations that don’t skip a step skip a step Appraisals Appraisals *Promotions (rank change) Accelerations that skip a step Accelerations that skip a step *Advancement to Prof. VI & to *Advancement to Prof. VI & to Professor Above Scale Professor Above Scale Appraisals Appraisals *Extramural letters required Advisory

14 ACTIONS DELEGATED TO THE DEAN Department reviews dossier; faculty vote Department reviews dossier; faculty vote Chair writes department letter: Chair writes department letter:  Evaluative summary of dossier  Faculty vote & faculty comments Faculty Personnel Committee (FPC) reviews dossier; makes recommendation to the Dean Faculty Personnel Committee (FPC) reviews dossier; makes recommendation to the Dean Dean decides Dean decides Appeal by candidate can be made within 30 days Appeal by candidate can be made within 30 days

15 Dossier sent by the Chair to external experts in the field for evaluation Dossier sent by the Chair to external experts in the field for evaluation Department reviews dossier; Senate faculty vote Department reviews dossier; Senate faculty vote Chair writes evaluative department letter, including faculty vote and comments Chair writes evaluative department letter, including faculty vote and comments Dean reviews dossier, writes evaluative letter Dean reviews dossier, writes evaluative letter Dossier reviewed by CAP, which makes recommendation Dossier reviewed by CAP, which makes recommendation ACTIONS NOT DELEGATED TO THE DEAN (1) ACTIONS NOT DELEGATED TO THE DEAN (1)

16 CAP may recommend ad hoc committee to review dossier (1 from dept, 2 from outside dept) CAP may recommend ad hoc committee to review dossier (1 from dept, 2 from outside dept) Vice Provost appoints ad hoc committee Vice Provost appoints ad hoc committee Ad hoc committee evaluates dossier Ad hoc committee evaluates dossier CAP reviews dossier & ad hoc committee report; recommends action to Vice Provost CAP reviews dossier & ad hoc committee report; recommends action to Vice Provost Decision by Vice Provost and/or Chancellor (tenure) Decision by Vice Provost and/or Chancellor (tenure) ACTIONS NOT DELEGATED TO THE DEAN (2) ACTIONS NOT DELEGATED TO THE DEAN (2)

17 Intent is to provide feedback & collegial advice in time for the advice to be useful Intent is to provide feedback & collegial advice in time for the advice to be useful Evaluation of whether you are on track for promotion to Associate rank Evaluation of whether you are on track for promotion to Associate rank APPRAISALS APPRAISALS Generally occurs in your 4th year as Assistant Professor (unless you’re being considered for promotion to Associate rank) Generally occurs in your 4th year as Assistant Professor (unless you’re being considered for promotion to Associate rank) Process involves feedback from your department, the FPC, the Dean, CAP, & the Vice Provost Process involves feedback from your department, the FPC, the Dean, CAP, & the Vice Provost

18 ASSISTANT TO ASSOCIATE PROFESSOR ASSISTANT TO ASSOCIATE PROFESSOR Maximum of 8 yrs at Assistant rank at UC Maximum of 8 yrs at Assistant rank at UC  Extension on the “tenure clock” is granted for each birth/adoption event  Maximum extension for any reason is 2 years  Decision must be made by end of 7 th year No minimum time at Assistant rank (generally occurs after 6 yrs at rank or after 2 yrs at Assistant Professor Step IV) No minimum time at Assistant rank (generally occurs after 6 yrs at rank or after 2 yrs at Assistant Professor Step IV) Based on scholarly record since terminal degree Based on scholarly record since terminal degree

19 ASSOCIATE PROFESSOR TO PROFESSOR ASSOCIATE PROFESSOR TO PROFESSOR Generally occurs after 6 yrs at Assoc rank or after 2 yrs as Associate Professor, Step III Generally occurs after 6 yrs at Assoc rank or after 2 yrs as Associate Professor, Step III Step IV or Step V (overlapping steps) are often used when appointment occurred at mid-rank, and used occasionally when the faculty member is on track for promotion but not quite ready Step IV or Step V (overlapping steps) are often used when appointment occurred at mid-rank, and used occasionally when the faculty member is on track for promotion but not quite ready Considers scholarly record since promotion to Associate Professor Considers scholarly record since promotion to Associate Professor

20 ROLE OF THE ADMINISTRATION Chancellor/Chancellor’s designee has final decision on all advancements Chancellor/Chancellor’s designee has final decision on all advancements At UC Davis, most advancements needing only internal review are delegated to Deans for decision At UC Davis, most advancements needing only internal review are delegated to Deans for decision Most advancements needing external & internal review are delegated to Vice Provost for Academic Personnel for decision Most advancements needing external & internal review are delegated to Vice Provost for Academic Personnel for decision TENURE decision remains the Chancellor’s TENURE decision remains the Chancellor’s

21 ROLE OF THE ACADEMIC SENATE Deans are advised by unit Faculty Personnel Committees (subcommittees of the CAP) Deans are advised by unit Faculty Personnel Committees (subcommittees of the CAP)  Senate committees review all personnel actions and advise the administration Vice Provost/Chancellor is advised by CAP Vice Provost/Chancellor is advised by CAP Senate faculty play major advisory roles in personnel actions for Senate faculty  Senate colleagues in your department review file & vote on personnel actions

22 CRITERIA FOR ADVANCEMENT  Established by the administration with Senate input (APM 220)  University-wide (all campuses) Excellence in creative scholarly activity is expected Talk to your Chair to learn expectations in your unit Peer review is critical Establishing intellectual/creative leadership is key Good to very good teaching is expected Excellent teaching is recognized and rewarded Service is expected Modest, local service pre-tenure Expectations build at higher ranks

23 COMMUNICATE WITH YOUR CHAIR Review criteria for advancement and process (important for new faculty) Review criteria for advancement and process (important for new faculty) Discuss content of dossier and deadlines Discuss content of dossier and deadlines Identify your role, especially with regard to intellectual leadership, in jointly authored publications Identify your role, especially with regard to intellectual leadership, in jointly authored publications For promotions: For promotions: Help develop lists of potential extramural referees (some from candidate/some from department) Help develop lists of potential extramural referees (some from candidate/some from department) Decide on publications to send to referees Decide on publications to send to referees Provide draft of your Candidate’s Narrative Provide draft of your Candidate’s Narrative

24 Merit & Promotion information: Merit & Promotion information:  System: (APM 220): acadadv/acadpers/apm/apm-220.pdf  Campus (UCD 220/220AF): WEB SITES (http://academicpersonnel.ucdavis.edu/) FAQ on academic personnel process: FAQ on academic personnel process: Appeals process if advancement is denied: Appeals process if advancement is denied:


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