Announcements

May 2024

APO Staffing Updates

We are excited to announce that APO has hired three new staff. Please join us in welcoming our new team members:

We are excited to see our new team members apply their experience and contribute to the continued success of the APO.

Systemwide Policy Updates

Academic Personnel Policy Issuance: APM - 210, Review and Appraisal Committees

Issued March 25, 2024, by Provost and Executive Vice President Katherine S. Newman, revised Academic Personnel Manual (APM) Section 210, Review and Appraisal Committees, is effective immediately. The revised APM - 210 may be found online on the Academic Personnel and Programs website. Summarized below are the key policy revisions.

Key Policy Revisions

The approved revisions include substantive changes to the following APM - 210 sections:

• 210-1 Instructions to Review Committees That Advise on Actions Concerning Appointees in the Professor and Corresponding Series;
• 210-2 Instructions to Review Committees That Advise on Actions Concerning the Professor of Clinical (e.g., Medicine) Series;
• 210-3 Instructions to Review Committees That Advise on Actions Concerning the Lecturer with Security of Employment Series;
• 210-4 Instructions to Review Committees That Advise on the Appointment, Merit Increase, Promotion, Career Status Actions for Members of Librarian Series;
• 210-6 Instructions to Review Committees That Advise on Actions Concerning the Health Sciences Clinical Professor Series.

These changes include:

• Addition of language concerning the consideration of mentoring to criteria and assessment: The policy revisions include additional language concerning the consideration of mentoring, as a component of teaching and as a form of service, to criteria and assessment for the Professor, Professor of Clinical (e.g., Medicine), Lecturer with Security of Employment, and Health Sciences Clinical Professor Series. The revised language clarifies that mentoring is a component of teaching, that it is not a separate criterion or a requirement for advancement, and that it does not replace the provision of formal instruction or intensive tutorial instruction. The revised language also clarifies that while mentoring alone generally does not satisfy the requirement for University and public service, certain mentoring activities could be documented as service.
• Revisions to text on evaluation and evidence of teaching and mentoring effectiveness: The policy revisions include additional language concerning the evaluation and evidence of teaching and mentoring effectiveness for the Professor, Professor of Clinical (e.g., Medicine), Lecturer with Security of Employment, and Health Sciences Clinical Professor Series. Campuses are responsible for developing local guidelines for evaluating mentoring and sharing these guidelines with candidates and reviewing bodies.
• Modification of existing language regarding contributions to diversity, equal opportunity, and equal access to education to reflect recognition of contributions to diversity, equity, inclusion, and belonging: This revision has been approved in sections of the policy relevant to the Professor, Professor of Clinical (e.g., Medicine), Lecturer with Security of Employment, Librarian, and Health Sciences Clinical Professor Series.
• Recognition of contributions to diversity, equity, inclusion, and belonging in the review process for the Librarian Series: The policy revisions include language recognizing contributions to diversity, equity, inclusion, and belonging in the review process for policy-covered librarians. The revised language clarifies that such contributions will be given due recognition in the academic review process, but that they are not a separate criterion or a requirement for advancement in the Librarian Series.

Systemwide Review of Proposed Revisions to APM - 016

The University invites comments on proposed revisions to the following policy:

APM - 016, University Policy on Faculty Conduct and the Administration of Discipline

Summarized below are the proposed key policy revisions that are being distributed for systemwide review.

Key Policy Revisions

The policy revisions respond to the need to revise APM - 016 to address the handling of simultaneous academic misconduct investigations and personnel actions and include:

• Pause on Academic Personnel Review Actions: At the beginning of a formal investigation of alleged misconduct by a faculty member, if the Chancellor (or Chancellor’s designee) finds that any of the alleged misconduct is relevant to the assessment criteria for academic personnel review actions, the Chancellor (or Chancellor’s designee) may impose a no-fault pause on any current or future academic personnel action (e.g., for merit, promotion, or advancement) of that faculty member. Locations are responsible for developing implementation procedures that address at what stage in existing local procedures the pause occurs and that identify the offices that have responsibility for providing written confirmation of the pause to the respondent, giving a respondent periodic updates on the status of the investigation, and for notifying relevant administrators of the beginning and end of the pause.
• Conclusion of the pause: The pause will end when the investigative and disciplinary processes are concluded. In the event of a disciplinary process following a formal investigation, the pause will end when a final decision is made whether to impose disciplinary sanctions. The academic personnel process may then proceed according to campus procedures.
• Assistant Professors in Year 8: If the investigative and disciplinary processes are not concluded by the beginning of the faculty member’s eighth year of service at the rank of Assistant Professor (or a combination of equivalent titles), the Chancellor is authorized to recommend to the President that the appointment be extended beyond the eighth year, in accordance with Regents Bylaw 40.3(c).

The proposed APM - 016 is posted to the Academic Personnel and Programs website under the “Systemwide Review” tab.

Please submit your comments, no later than July 8, 2024, to VP-ACADEMICPERSONNEL@ucop.edu and indicate “APM - 016” in the subject line. If you have any questions, please contact Rebecca Woolston, Associate Director, Academic Policy and Policy Exceptions, at Rebecca.Woolston@ucop.edu.

Updated Templates

The Dean's Appointment/Offer Letter Templates for the Assistant Professor and Assistant Teaching Professor series have been updated and are available in BOX.  

GLAAS 4.10 Release

On 4/10/2024, GLAAS underwent a maintenance to implement 4.10 enhancements and features.

Please note, this GLAAS version has important updates to comply with new contracts negotiated with ASE/GSR/Unit 18 Lecturers.

Here you will find the list of GLAAS 4. 10 enhancements (also sent to all GLAAS users via email on 4/10/2024 and a screenshot was shared on 4/11/2024.)

GLAAS Approval Workflow

Beginning Fall 2024, Department Chairs will be included in the GLAAS approval workflow for Academic Student Employee (ASE): Teaching Assistant, Teaching Fellow, Reader and Remedial Tutor Appointment.

As a friendly reminder, Time Reporting System (TRS) requires both Primary and Secondary Approvers.

As per the ratified UAW contract, Academic Student Employees (ASE) and Graduate Student Researchers (GSR) are now required to complete and submit monthly time records in TRS.

Per Article 18 section C.1. of that contract, ASEs shall be eligible for "up to three (3) days of paid leave for semester campuses". Readers and Tutors already complete time records and will also be afforded this new leave provision. Such leave usage shall be prorated based on percent time of appointment.

For GSRs, it has been determined that Instructors of Record will be their Principal Investigators. Article 17 section C.1. provides the same language as that for ASEs.

Additionally, per Article 23 of the GSR contract, "personal time off shall be up to twelve (12) workdays for a full twelve-month period", and is also prorated based on appointment percent time. This equates to 5 days per semester and 2 days over the summer period.

Office Hours: GLAAS and ASE/GSR/Unit 18 Faculty

GLAAS and ASE/GSR/Unit 18 Faculty Office Hours will be held weekly on Wednesdays from 9-10 am starting on April 24th. Please stop by if you have any questions.

Office Hours: Summer Salary

Summer Salary Office Hours are held weekly on Mondays and Fridays from 1:30-2:20 pm and Tuesdays and Thursday from 10:30-11:20 am, through the end of August. Although attendance is optional, we encourage you to stop by to ask questions or to learn from what others are asking. Please note, you may join and leave the meeting at any time.

Faculty Success Data Entry Procedure

Friendly reminder, APO now has multiple resources to assist the schools with the Faculty Success data entry process. We encourage you to actively engage and utilize the valuable resources below:

• Office Hours are held every Tuesday from 9-10 am. We encourage you to stop by and ask any Faculty Success related questions.
• APO also composed a comprehensive guide. The procedure document includes detailed screenshots and explanations to facilitate your understanding of the data entry process.
• Additionally, APO produced a new Faculty Success Data Entry Training Video structured in alignment with the procedure document. Due to the sensitive nature of the content, access to the video is restricted to individuals directly involved in Faculty Success data entry. If you wish to access the video, please reach out to Christine Lima. Please note that maintaining the confidentiality of this video is crucial to our operations.

Archived Announcements