Announcements

August 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:  
    • September 4 for work completed in October 2026
    • October 5 for work completed in November 2026
    • November 5 for work completed in December 2026
    • December 4 for work completed in January 2027
  • APO Deadlines Calendar 2026- Bi-Weekly: 
    • August 25 for work completed from September 27-October 10
    • September 9 for work completed from October 11- October 24
    • September 23 for work completed from October 25-November 7
    • October 6 for work completed from November 8- November 21
    • October 20 for work completed from November 22- December 5

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

  • November 1
    • Semester Only: Appointment to Unit 18 Lecturer/Teaching Assistant/Associate Instructor/Graduate Student Researcher (Spring Semester)
  • December 1
    • Mid-Career Appraisal w/ or w/o Merit Review
    • Promotion to Associate Professor, Lecturer SOE, Associate Adjunct Professor
    • Promotion to Associate Professional Researcher, Associate Project Scientist

CAP Meeting Schedule AY 2026-2027

CAP’s Fall 2026 meeting schedule is available on the Academic Senate website:

Fridays: September 11 - December 11. Exception: November 27 (Thanksgiving break).

U18 Faculty Salary Schedules Effective 8/1/2026

The Unit 18 Faculty salary schedules, effective 8/1/2026, have been updated and are now available in GLAAS.

All new Unit 18 appointments, reappointments, and salary actions should use the updated salary schedules effective August 1, 2026.

For your reference, please consult the salary tables below to review the updated salary points and annual rates when preparing or reviewing academic appointments.

Thank you for your attention to this update. If you have any questions regarding the implementation of the new salary schedules in GLAAS, please contact the Academic Personnel Office.

New Resource: Teaching Professor Sample Solicitation Template

A template solicitation letter for the appointment or promotion of Teaching Professors is available in MAPP 2054: Sample Solicitation Letters.

Updated Resource: Faculty Success Data Entry Procedure

The Faculty Success Data Entry Procedure document has been updated, specifically the “How to Process U18 in Faculty Success” section. We encourage you to actively engage and utilize this valuable resource. The procedure document includes detailed screenshots and explanations to facilitate your understanding of the data entry process.

Updated Resource: Fall 2026 ASE Daily Rate Calculator

The Fall 2026 ASE Daily Rate Calculator is now available for completing late intake calculations, specifically for Teaching Assistants and Associate Instructors. APO will continue to serve as the final reviewer of revised GLAAS/offline actions related to late intakes and any associated additional pay forms prior to submission to Payroll (until Kissflow is implemented). Please use the Offline GLAAS Appointment Review Box folder to submit late intake requests: PDF of the calculations along with the additional pay form, when applicable. 

Friendly Reminder: Required Documents for Postdoctoral Scholar Reappointments

Please submit the following documentation via Box in preparation for APO’s review of Postdoctoral reappointments:

  • UCM-AP 411 Postdoctoral Scholar Personal Data Form
    • Please ensure that the PD updates their previous postdoc experience and address if needed.
  • UCM-AP 412 Postdoctoral Scholar Appointment Form
  • UCM-AP 441 Postdoctoral Scholar Annual Review Summary
  • CV
  • Funding Approval
  • Proof of PhD
    • Please note that if the Postdoctoral Scholar submitted a conferral letter or transcript during the initial appointment, they will need ample notice to submit the official degree to your office.
    • If the Postdoctoral Scholar submitted an official PhD during their previous appointment, please add it to the new reappointment Box folder.
  • Draft Appointment Letter
  • APW

Once all the documents listed above are received, APO may proceed with conducting the review. 

Postdoctoral Scholars- Duration of Status Rule and Annual Reviews

The Duration of Status Rule will take effect on September 15, 2026.  International Affairs is recommending that hiring units submit J-1 DS-2019 extension requests 4-6 months prior to planned reappointments.  This means that APO will need all appointment documents ready to review no later than 2 weeks prior to the new deadline.

Our current process is that Postdoctoral Scholars have their annual review in month 10 or 11.  However, those with a J-1 Visa will need to have their annual review adjusted to months 6-8.  

Article 21 discusses Progress Assessments for Postdocs.  Section A.5. discusses Annual Reviews:

"Annual Review - The academic supervisor shall provide the Postdoctoral Scholar with at least one written review per 12-month period. This Annual Review is a comprehensive assessment of the Postdoctoral Scholar’s research progress and achievements, and their professional development during the previous year."

The highlighted language confirms these reviews can occur prior to the longer annual review period.   Please note that a final review should be conducted at the 12-month point to satisfy the Annual Review requirement.  PIs with postdocs on J-1 visas should set earlier review period dates to assess reappointment eligibility for their international postdocs in order to meet the new Duration of Status requirements.

Systemwide Policy Updates

Academic Personnel Policy Issuance: Revised APM - 500, Recruitment

Issued July 17, 2026, by UC System Provost and Executive Vice President Katherine S. Newman, revised Academic Personnel Manual (APM) Section 500, Recruitment, is effective immediately.  The revised policy can be found on the policy issuance webpage.

Key Policy Revisions

The revised policy includes the following key provisions: 

Misconduct Disclosure Form: 

  • All applicants who are identified as the finalist for positions in academic appointee titles are required to complete a misconduct disclosure questionnaire and disclose any final administrative or judicial decisions issued within the last seven (7) years from the date of submission of an employment application determining that the applicant committed misconduct, including sexual harassment. Applicants must be permitted to disclose if they have filed an appeal of a final judicial decision, if applicable. 
  • A campus may also elect to require misconduct disclosure questionnaires from all applicants who meet the minimum requirements of a recruitment. The campus may not obtain a misconduct disclosure questionnaire unless the campus determines that an applicant meets the minimum requirements for the position. 
  • In the event that an applicant discloses prior misconduct, the campus shall obtain a signed release form (see APM - 500-16.b.3) from the applicant before contacting the previous employer.

Release Form:

  • Applicants who are identified as the finalist for tenure-track/tenured positions or positions in the Professor of Teaching Series are required to sign a release form authorizing the release of information by the applicant’s previous employers to the University concerning any substantiated allegations of misconduct in order to permit the University to evaluate the released information with respect to the criteria for potential employment. When the finalist reaches the final stages of the recruitment process for the intended position, the campus shall engage in a reasonable attempt to obtain information from the previous employer, in accordance with local implementation procedures. 
  • A campus may request a release form from all applicants of a recruitment. When the finalist reaches the final stages of the recruitment process for the intended position, the campus may use the release form to engage in a reasonable attempt to obtain information from the previous employer, in accordance with local implementation procedures. 
  • In the event that a previous employer discloses misconduct, the campus shall follow up with the applicant to give that individual an opportunity to respond.

Local Implementation Procedures: 

  • Vice Provosts/Vice Chancellors who oversee academic personnel are responsible for developing implementation procedures for the confidential management and tracking of misconduct disclosure questionnaires and release forms, as well as confidential decision-making and communication processes involving applicants, previous employers, and University administrators. Local implementation procedures shall include a process for reviewing disclosed misconduct and providing applicants an opportunity to respond to information obtained through the disclosure and release processes. Local implementation procedures shall establish when, during the final stages of the recruitment process, the campus will engage in reasonable attempts to obtain information from the previous employer for the finalist. In order to protect a candidate’s privacy, the misconduct disclosure questionnaire and any information pertaining to prior misconduct must be treated as confidential, retained per local procedures, and disposed in accordance with University of California records retention policy. 
  • Following systemwide review, the policy was also revised to improve clarity, consistency, and implementation by: 
    • Adding a Definitions section that includes statutory and implementation definitions previously incorporated in interim guidance, including the following: 
      • “Appeal” means a request for review of a Final Administrative Decision or Final Judicial Decision through an employer, administrative agency, court, or other authorized review process.
      • “Final Administrative Decision” means a final written determination by a previous employer as to whether a candidate committed Misconduct. Examples of a final administrative decision include but are not limited to a determination by a decisionmaker (employer or state or federal agency) following a final investigative report and the subsequent hearing, or the imposition of employment discipline or corrective action related to the candidate’s Misconduct. If an applicant has filed a timely grievance or Appeal, a decision is considered final only after the grievance or Appeal process has concluded. 
      • “Final Judicial Decision” means a final determination of a matter submitted to a court regarding the applicant’s Misconduct that is recorded in a judgment or order of that court, excluding criminal conviction history. 
      • “Finalist” means an applicant or other individual (identified through a recruitment process or through a search waiver) who is the provisionally selected candidate being considered for appointment in the position. 
      • “Misconduct” means any violation of the policies governing employee conduct at the applicant’s previous place of employment, including, but not limited to, violations of policies prohibiting sexual harassment, sexual assault, or other forms of harassment or discrimination, as defined by the employer. 
      • “Substantiated Allegation” means an allegation that has been sustained based upon a burden of proof of at least a preponderance of the evidence.
    • Adding clarification for when a misconduct disclosure questionnaire is not required, including: 
      • reappointment in the same academic title where the candidate previously satisfied the misconduct disclosure requirement and an additional disclosure is not required under applicable law, University policy, or local implementation procedures; 
      • movement between Teaching Assistant and Graduate Student Researcher appointments within the same hiring unit; or 
      • other appointments identified in local implementation procedures where the applicant has previously satisfied the misconduct disclosure requirement, and an additional disclosure is not required under applicable law or University policy.
    • Clarifying that local implementation procedures must include processes for reviewing disclosed misconduct, providing applicants with an opportunity to respond to information obtained through the disclosure and release processes, and determining when, during the final stages of the recruitment process, campuses will engage in reasonable attempts to obtain information from the previous employer. 

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