University of California, San Diego
April 26, 2005
ALL ACADEMICS AT UCSD
The University invites comments to proposed revisions to Academic Personnel policies related to work and family. The proposed changes are generally consistent with the changes that have been made to our local family friendly policy (PPM 230-15), which was recently announced.
In July 1988, the University of California implemented childbearing and childrearing leave policies for academic personnel. These policies were revised in 1998 and 1999. Over the past few years, there has been interest in improving the Universityís family friendly policies. Enclosed for formal review are proposed revisions to policies related to work and family. They include APM 760 (Family Accommodations for Childbearing and Childrearing); APM 133-17-h through -j (Computation of Years of Service); APM 210-1-c(4) (Instructions to Review Committees Which Advise on Actions Concerning Appointees in the Professor and Corresponding Series); and APM 220-10, 220-16-c, 220-16-d, 220-18-b, and new Appendix B (Professor Series). Major changes to these policies would:
Identify in one policy (APM 760) the types of family accommodations available for childbearing and childrearing purposes.
Clarify that all eligible faculty members are entitled to stop the tenure clock for up to one year during the probationary period for each event of birth or placement for adoption or foster care; provided that all time off the tenure clock totals no more than two years in the probationary period.
Provide general campus academic appointees who are birth mothers an additional quarter (or semester) of active service-modified duties to enable a full recovery from the effects of pregnancy and childbirth. Specify that at minimum health sciences faculty are eligible for a total period of active service-modified duties and childbearing leave of up to one quarter (or one semester). Provide that for health sciences faculty members who are birth mothers an additional quarter (or semester) of active service-modified duties to enable a full recovery from the effects of pregnancy and childbirth may be approved in accordance with campus policies.
Specify that personnel reviews that are deferred due to a faculty memberís family accommodations as defined in APM 760 should be treated procedurally in the same manner as personnel reviews conducted at the normal period of service and shall be evaluated without prejudice.
Leave in place current policy which states that advancement of part-time appointees with a Professor series title shall depend on quality of performance at a level of distinction comparable to that demanded of full-time appointees although, when circumstances warrant, a lesser rate of scholarly accomplishment will be acceptable. Amend current policy to allow for an extended time frame for advancement of all part-time appointees in this series.
Provide guidelines in an appendix to APM 220 regarding review and evaluation of appointees in a Professor series title with a temporary reduction in percentage of time of a full-time appointment or a permanent part-time appointment.
Specify that active service-modified duties for faculty shall be without the assignment of additional teaching duties in the previous or subsequent quarter or semester to offset the teaching relief. Clarify that during a period of active service-modified duties, health sciences faculty with clinical responsibilities may have clinical duties reduced in lieu of teaching relief.
The proposed revised policies which would apply to all non-exclusively represented academic employees are available on the Web at:
This is a formal review of the above policies. If you have comments or questions, please contact Lynn Karsh at email@example.com no later than Monday, May 23, 2005.