1. Leading through Diversity: Work-Life Balance The Irvine Division of the Academic Senate endorses in the strongest terms work-life balance in faculty careers. Such balance is integral to a healthy faculty culture and essential to advancing excellence in the mission of the University of California. UCI Work-Life Statement Brochure PAID: Leading Through Diversity Department Chair’s Retreat

2. Work Life Balance: Family Friendly Policies Support the mission of the University of California: recruit/retain highly talented and diverse faculty equip faculty with tools to manage family and career responsibilities model employer best practices and comply with federal and state laws PAID: Leading Through Diversity Department Chair’s Retreat

3. Why Family Friendly Policies Matters Fundamental to an equitable and productive academic environment: careers span on average 30 years; new entrants in STEM fields are on average 40 years of age family responsibilities vary, i.e. son/daughter, mother/father, uncle/aunt, and grant-parent role and/or martial status change over time, i.e. provider, parent or care-giver; partnered or married; divorced and unattached PAID: Leading Through Diversity Department Chair’s Retreat

4. What are Family Friendly Policies Tools for managing expected and unexpected life changes for active faculty (APM 760) In all cases must satisfy eligibility and submit request for approval Leaves for childbearing (with or without pay) Parental leave (with or without pay) Part-Time appointment or reduction in percentage time of an appointment Tenure clock extension (2 years maximum) Active service modified duty PAID: Leading Through Diversity Department Chair’s Retreat

5. Utilization at UCI: Tenure Clock Extension 2007-2008RequestedExercise* Female74 Male11 Total85 *Note: Although faculty have the option of exercising their STC immediately upon request, frequently faculty exercise their STC in a different year. 2008-2009RequestedExercise* Female102 Male40 Total142 (aka Stop the Clock or STC) PAID: Leading Through Diversity Department Chair’s Retreat

6. Utilization at UCI: Active Service Modified Duties 2007-2008ASMDChildbearing Female116 Male50 Total166 Family Friendly Funding -- # Courses Funding was Provided** 2008-2009ASMDChildbearing Female105 Male60 Total165 **Note: Some faculty have received more than 1 course release. Additionally, some female faculty have received 2 more quarters of ASMD when they bore their child in the summer. PAID: Leading Through Diversity Department Chair’s Retreat

7. Assistant Professor Survey May 2009 Teaching: 20 indicated assistance/advice with TA support 15 in course development 11 received assistance with Student Advising 5 with mid quarter course assessmentResearch: 19 received advice on Grant opportunities & Management 14 with Research publications 11 on research assistant support 9 on Research Forums to Present work 3 on Research Editing Academic Reviews Academic Reviews: 25 indicated assistance with Merit/Tenure Procedures 17 with Dossier Preparation 13 with Family Friendly policies PAID: Leading Through Diversity Department Chair’s Retreat

8. Assistant Professor Survey May 2009 Respondents were asked to indicate their level of awareness for: Family Friendly Accommodation Policies Childbearing and parental Leave – 22 aware, 7 were not Active Service/Modified Duties – 13 aware, 15 were not Tenure clock extension – 25 aware, 4 were not ADVANCE Dependent Care Travel Awards – 18 aware, 10 were not PAID: Leading Through Diversity Department Chair’s Retreat

9. Departmental Experience Concerns persist about risks associated with utilization of policies: less committed to career and department less productive, i.e. approved leave time factored into evaluation resentment, i.e. generational, cultural, etc. PAID: Leading Through Diversity Department Chair’s Retreat

10. Addressing Perception, Changing Reality Family PAID: Leading Through Diversity Department Chair’s Retreat Eligible men and women faculty are entitled to utilize the benefits associated with Family Friendly policies. Childbearing leave and active service modified duties are automatic upon notice to the department. Childrearing leave and active service modified duties are available to non-child- bearing parents and parents by adoption upon request. Costs associated with active service modified duties accommodation, i.e. teaching release time, are paid for by the central administration and not by the department. Approved interruption of service should have no substantive bearing in personnel actions, i.e. appointment, appraisal and promotion, at the department or program, school and campus levels of review. The time during approved interruption neither should increase nor decrease the normal expectation of faculty productivity, i.e. research, teaching, and service in the review process.

11. Addressing Perception, Changing Reality Understand policies, i.e. eligibility,approval process, activation Be sure assistant professors are aware of policies as part of annual advising Discuss policies or schedule a presentation for faculty meeting Request school or division dean to circulate statement to faculty and executive committee endorsing work-life balance PAID: Leading Through Diversity Department Chair’s Retreat