Supersedes: N/A New
Issuance Date: 10/04/2017
Issuing Office: Academic Personnel Services
PPM 230-370-4 Definition
PPM 230-370-10 Criteria
PPM 230-370-11 Criteria for Evaluating Performance
Materials submitted in support of an appointment, merit increase, or a change in level must provide a comprehensive assessment of the candidate’s qualifications and performance in the areas specified below. A job description must be provided, along with an explanation of the candidate’s role in the program and within a larger unit, if appropriate.
i. Administration and Management of Programs
Academic Administrator will have primary responsibility for the administration
of one or more programs and may have responsibility for directing the
activities of support staff. Ordinarily, evidence of superior promise and/or
performance in areas such as those listed below will be expected:
· Effective administration of the unit managed by the Academic Administrator
· Program planning and development
· Development of proposals for extramural funding of campus programs
· Assessment of program and constituency needs
· Implementation of innovative program changes
· Evaluation of program activities and functions
· Creativity and originality in program development and usage of resources
· Supervision and leadership of staff
Serving as a liaison with other agencies and institutions in the
public and private sectors
ii. Professional Competence
Academic Administrators must provide intellectual leadership in the roles of administrator and supervisor. Appointees should show evidence of:
· Continued professional growth to update and upgrade competency
Ability to relate effectively with academic faculty, departments,
and counterparts in other
· Ability to forecast changing program and constituency needs
· Scholarship (not required but may be submitted as evidence of professional competence)
iii. University and Public Service
Administrators participate in the administration of their home units and the
University through appropriate roles in governance and policy formulation. In
addition, they may represent the University in both the public and private
The effective performance of their duties may require productive participation in intra unit, University, and community service, as well as appropriate representation of the University in the private corporate environment.
PPM 230-370-12 Exceptions
PPM 230-370-18 Salary
PPM 230-370-19 Normal Periods of Service at Salary Steps
Positions with an Academic Administrator title may be established for relatively short periods of time.
Appointments may be finite or indefinite; however, indefinite appointments can be made only when the appointment file documents availability of long-term funding.
APM 370-19. b
APM 370-19. c
PPM 230-370-19. d
Recommendations for merits and advancements normally will be reviewed every second year until an appointee reaches the level of Academic Administrator IV, Step 5, after which review for merit advancement will take place every three years. Once the appointee reaches the level of Academic Administrator VI, Step 7.0, review for merit advancement will take place every four years. Service as Academic administrator VII, Step 8.0, may be of indefinite duration, and appointees at this step will be reviewed every four years for reappointment.
Formal review by the appropriate campus committee is required every six years. A performance review, in the absence of a merit or promotion review, shall take place at least every four years.
PPM 230-370-20 Conditions of Employment
PPM 230-370-22 Funds
PPM 230-370-24 Authority
No appointment, reappointment or academic review action is final until there has been an academic review and the individual with final authority has approved the action.
The UC San Diego Authority and Review Chart sets forth the individual(s) and/or committees responsible for review, as well as the final authority for approval.
PPM 230-370-80 Procedures
Procedural guidelines are available in the Academic Personnel Services Procedure Manual.