Announcements

February 2026

Academic Personnel Deadlines

Important reminder: Please submit academic personnel actions to the APO by the below deadlines per the published APO Personnel Payroll Deadlines.

Date Due from School to APO

• APO Deadlines Calendar 2026- Monthly:  
  • March 5 for work completed in April 2026
  • April 3 for work completed in May 2026 (Summer A & D)
• APO Deadlines Calendar 2026- Bi-Weekly: 
  • February 13 for work completed from March 15- March 28
  • February 27 for work completed from March 29- April 11  
  • March 10 for work completed from April 12- April 25 

We would like to thank you for your continued efforts in ensuring that all academic actions are submitted by the deadline. Please continue submitting your actions as early as possible. Submitting your actions to APO on or before our deadline will allow adequate time to complete the review process as well as address/resolve issues in a timely manner. Any action submitted to APO after the deadline cannot be guaranteed to be processed and paid until the following pay period.

Case Material Deadlines 

Friendly reminder, please submit case materials for academic personnel reviews to APO by the below deadlines per the published Schedule for Academic Personnel Actions. 

Date Due from School to APO

• March 15
  • Five-year reviews
  • Unit 18 Lecturer Excellence/Merit Review
• April 1
  • Reviews for Endowed Chair Appointments/Reappointments

GLAAS 2026.1 Release

On 1/16/2026, GLAAS underwent maintenance to implement 2026.1 bug fixes along with new enhancements.  

Please note, this GLAAS version has important updates pertaining to Unit 18 Faculty, ASE and GSR appointment titles.

Here you will find the list of GLAAS 2026.1 big fixes and enhancements (also sent to all GLAAS users via email on 1/16 and a screenshot was shared on the same day).

Summer 2026 GLAAS Appointments- Unit 18 Faculty, Academic Student Employees (ASE) and Graduate

School processors were notified on Wednesday, February 11, 2026, that Summer 2026 appointments for Unit 18 Faculty, Academic Student Employees (ASE), and Graduate Student Researchers (GSR) may now be processed in GLAAS. 

Summer 2026 and Academic Year 2026-2027 Appointment and Service Dates:

Important Processing Reminders

• CCOAs must meet the 9–10 segment requirement per APO guidance (effective 3/1/22). Chart Strings must contain 9–10 segments, no “X” values, and may include zeros (0000).
• Building Location and Room/Cubicle fields are required (per AB119 payroll requirements).
• GSR service dates must match appointment dates.
• Unit 18 Faculty: Generate the appropriate Job Description (JD) using the approved templates, including instructional duties, office hours, assessments, academic integrity, mandatory training, accommodations, and mandated reporter responsibilities.
• Split ASE/GSR appointments below 50% FTE: Follow the November 2025 APO Announcement for exception procedures and FTE combinations.

For questions, please contact your respective APO school lead:

•  Christine Lima
  • School of Engineering
  • School of Natural Sciences
• Kimberly Yanogacio
  • School of Social Sciences, Humanities and Arts/Merritt Writing Program
  • School of Natural Sciences- Unit 18 Faculty and Instructional Learning Assistant/Remedial Tutors 
  • Graduate Division
  • Division of Undergraduate Education

New Resource: Unit 18 Lecturer By-Agreement (BYA) Process for the Academic Year

Instructions for processing a Unit 18 BYA for work performed during the academic year that is not tied to a course.

Reminder: Unit 18 BYAs processed during the summer no longer require APO review. Completed forms should be submitted directly to your School’s Summer Compensation Coordinator. Please review detailed instructions and coordinator contact information.

Updated Letter Templates: Deans’ Offer Letters

The below templates have been updated and are available in Box-

Update to Faculty Search Waiver Guidelines

The Office of the President has issued updated guidance regarding faculty search waivers, effective immediately. As a result, campuses have been directed to modify local search waiver guidance.

Removal of PPFP Search Waiver
The search waiver option for hiring from the President’s or Chancellor’s Postdoctoral Fellowship Program (PPFP) pool has been eliminated. Candidates from the PPFP pool may still be hired via open recruitment and remain eligible for hiring incentive.

Remaining Search Waiver Options
Faculty hires without an open search may proceed only under the two remaining Senate Faculty search waiver categories:

• Spousal/Partner Hire
• Target of Excellence (TOE)
  • Please note, the TOE search waiver category has been updated to include campus-specific process-
  • Old: A search waiver may be considered for cases where there is an unusual opportunity to hire an individual whose distinctive qualifications and extraordinary promise or accomplishments will contribute significantly to the excellence of the academic mission of the University; such a waiver may apply to hires at the tenured or tenure-track level. Campuses are expected to establish their own definition and qualifications for a Target of Excellence hire that are consistent with these guidelines. In all cases, the individual would be on the short list of top candidates if a search was conducted, would be highly sought after by peer institutions, and may be on the market for a very limited time period. Considerations for granting a waiver must include why it is not possible to conduct a search in which the individual would be an applicant. This search waiver is of indefinite duration.
  • New version is now: A target of excellence (TOE) search waiver request requires that the hiring department provide compelling evidence that the individual is an eminent scholar who possesses an exceptional record in all aspects of professorial activities (research/creative work, teaching/mentoring, and service), relative to the proposed appointment level, and would bring prominence to the department, school, and/or campus.  In addition, the department must provide detailed information explaining why an open recruitment cannot be conducted. For example, timing is critical as the candidate would no longer be available at the time of an open recruitment due to other offers. Typically, a person being pursued as a TOE hire will be at the tenured level. Proposals for a TOE hire at the Assistant Professor or Assistant Teaching Professor level may be considered, but are rare.

Updated campus guidelines for search waivers and exemptions   

Systemwide Policy Updates

Academic Personnel Policy Issuance: Revised APM - 015 and 016

Issued January 29, 2026, by UC System Provost and Executive Vice President Katherine S. Newman, revised Academic Personnel Manual (APM) Section 015, The Faculty Code of Conduct and Section 016, University Policy on Faculty Conduct and the Administration of Discipline, are effective immediately. For reference, the revised policies can be found on the Systemwide Academic Personnel Policy Issuances webpage.

Key Policy Revisions

APM – 015

• Standardized Timeframes for Faculty Discipline Matters: Section III, Enforcement and Sanctions, incorporates timeframes for initial assessments, investigations and investigation reports, and the filing of disciplinary charges, with provisions for extensions for good cause.
• Systemwide Reserve Privilege and Tenure Pool: Section III, Enforcement and Sanctions, establishes a Systemwide Reserve Privilege and Tenure (P&T) Pool to supplement campus hearing committees when a full committee cannot be convened. The revised section also provides for the use of Special Committees composed of Senate members from other campus divisions, as provided for in Senate Bylaw 336. The Reserve P&T Pool will be coordinated by the University Committee on Privilege and Tenure (UCPT). 
• Alignment with Senate Bylaw 336: Section III, Enforcement and Sanctions, incorporates provisions from Senate Bylaw 336, including requirements for the timing of P&T hearings and appointment of hearing committee chairs. 

APM - 016 

• Systemwide Reserve Privilege and Tenure Pool: Section I, Introduction and General Policy, and Section III, Procedures for Imposition of Disciplinary Sanctions, establish a Systemwide Reserve P&T Pool and incorporate the Special Committee process as provided in Senate Bylaw 336. 
• Authority for Good Cause Extensions: Section III, Procedures for Imposition of Disciplinary Sanctions, clarifies authority for extensions for good cause, consistent with applicable policies and Senate bylaws. 
• Technical and Conforming Revisions: Amendments update references to Senate bylaws and reflect the increase in the number of divisional P&T committees from nine to ten.  

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