Appointment and advancement

The University has a complex and thorough review procedure to maintain and build its excellent faculty. This review mechanism is designed to ensure that an individual is judged by his or her colleagues in accordance with fair procedures solely on the basis of professional qualifications in matters of appointment, promotion, and salary increases.

Personnel actions for appointment and advancement

Various personnel actions reflect the progress of a faculty career. In the Professor series,appointment is generally at the rank of Assistant Professor, but may also be made at the tenured Associate Professor or Professor ranks. Merit increase reflects advancement through the steps (and salary levels) of a particular rank. Appraisal constitutes an evaluation of an Assistant Professor to provide advice and guidance prior to a tenure decision. The appraisal normally occurs between the third and fifth year of service.Promotion marks advancement from one academic rank to another. In the regular Professor series, promotion from Assistant Professor to Associate Professor confers tenure.

Criteria for appointment and advancement

Candidates in the regular Professor series and the Professor in Residence series are evaluated on:

  1. Teaching
  2. Research and creative work
  3. Professional competence and activity
  4. University and public service

For a descriptive statement of each of these criteria see Academic Personnel Manual (APM) Section 210-1 (pdf)) -- Instructions to Review Committees*. For discussion of teaching and research responsibilities see those sections of this Handbook.

Affirmative action policies regarding appointment and advancement

The University initiates and maintains comprehensive affirmative action personnel policies (APM - 035* (pdf)) and programs. These are designed to increase the number of minorities and women underrepresented in the University workforce, to ensure equal opportunity, and to encourage the appointment and advancement of these underrepresented groups. Recruitment procedures are designed to obtain a pool of highly qualified applicants which includes women and minorities in numbers reflecting their availability in the academic workforce. The review mechanism is designed to ensure that individuals are judged by their colleagues in accordance with fair procedures in all personnel matters. Selection or denial of appointment, promotion, or merit increase shall not be based on ethnic background or gender. However, in selecting from among candidates who are substantially equally qualified for a particular position, the appointing authority is to be mindful of affirmative action goals to correct the underrepresentation of minorities and women.

[NOTE: As of September 1995, affirmative action policies and programs are under review. These policies and programs are subject to change. Contact your Academic Personnel Office for current information.]

Review procedures

Personnel actions for merit, promotion, and appraisal normally begin in the department. The department chair, in consultation with each candidate, assembles a review file, which, after departmental discussion and voting, is sent to the Dean or other appropriate administrative officer.

In cases of promotions the file goes next to an ad hoc review committee, which is appointed by the Chancellor or designee, from nominations provided by the Senate Committee on Academic Personnel. The majority of the ad hoc membership comes from outside the home department and the membership of this committee is kept confidential.

The ad hoc committee reviews the case and, normally, its recommendation is sent to the Committee on Academic Personnel (CAP). CAP, which is also known as the Budget Committee on some campuses, reviews the complete case, including all recommendations and documentation, and evaluates it in view of campuswide standards. Ad hoc committees are not normally used for appointments to Assistant Professor tenure track positions or for merit increases. CAP normally provides the peer review. A recommendation goes from this committee to the Chancellor or Vice Chancellor for a final decision.

If the Academic Vice Chancellor (or designee) makes a preliminary assessment in the case of an appointment, reappointment, formal appraisal, non-reappointment, or promotion of an individual in the Professor series, which is contrary to recommendations of the Dean or Provost, the department chair, or the Committee on Academic Personnel, the Academic Vice Chancellor informs that reviewer and asks for further information which might support a contrary decision. In the case of non-reappointment of an Assistant Professor, the candidate may, upon request, seek access to documents in the review file. The department chair shall receive documents provided to the candidate. After additional information is furnished, CAP and the Dean or Provost are given the opportunity to comment on the augmented file before the Chancellor makes the final decision.

Procedural Safeguards

Confidentiality

The membership, deliberations, recommendations, and report of ad hoc review committees are confidential. Solicited letters of evaluation and the personal recommendation by the department chair likewise are confidential. (APM - 160-20-b*)

Access to the academic review record

A faculty member may inspect all documents in his or her personnel review record except those which are confidential. He or she is entitled, upon request, to a redacted copy of all confidential material. (APM - 160-20-c*)

See APM Sections 158*, 160*, and Appendices A and B of 160* for policies on access to records and a more complete description of procedural safeguards.

Tenure

Appointments to the positions of Associate Professor and Professor are continuous in tenure until terminated by retirement, demotion, or dismissal. A tenured appointment will not be terminated except for good cause, and after the opportunity for a hearing before a properly constituted advisory committee of the Academic Senate. (Regents' Standing Order 103.9*)

Titles with tenure

In addition to Associate Professor and Professor, the following titles carry tenure: Associate Astronomer and Astronomer; Associate Agronomist and Agronomist; Associate Supervisor and Supervisor of Physical Education; and Associate Clinical Professor and Clinical Professor of Dentistry at 50 percent or more time.

Part-time appointments

Under appropriate circumstances, the Chancellor may authorize part-time tenured appointments. (APM - 220-16-d)

Security of Employment

A track to Security of Employment similar to the Professor series exists for certain lecturer titles. An appointment with Security of Employment will not be terminated except for good cause, and after the opportunity for a hearing before a properly constituted advisory committee of the Academic Senate. (Regents' Standing Order 103.10*)

Career development

Career development opportunities are available to all ladder rank faculty members. Particular programs are available to minority and women junior faculty to assist them in advancing in their careers and to increase their representation in the tenured ranks. A description of affirmative action programs appears later in this Handbook.

[NOTE: As of September 1995, affirmative action policies and programs are under review. These policies and programs are subject to change. Contact your Academic Personnel Office for current information.]