ACADEMIC PERSONNEL POLICY TRAINING

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ACADEMIC PERSONNEL POLICY TRAINING

• UNIT 18
• The contractThe policyThe practices

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What is Unit 18

• Non-Senate Instructional Unit, including the
  following titles used at Davis
• Lecturers/Senior Lecturers (not with Security of
  Employment)
• Supervisors of Teacher Education
• Child Development Demonstration Lecturer
  (formerly Nursery School Teachers)

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Unique Aspects of Unit 18 Employment

• Courses taught by Lecturers have pre-approved
  value (Instructional Workload Credit)
• Percentage of appointment set by the value of the
  IWC

• Service record maintained on quarter-by-quarter
  basis within a department
• Any appointment after the equivalent of 6 years
  of service (18 quarters for academic year, 24
  quarters for fiscal year) will be for a
  Continuing Appointment with no end date

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Instructional Workload Credit (IWC)

• Workload is assigned for each particular course
  taught by a lecturer approval of IWC value is
  made by the Vice Provost - Academic Personnel in
  consultation with the Dean
• Appointment percentage is based on IWC values

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For Example

• Department of Anthropology
• 9 IWCs per year
• (3 IWCs per quarter)
• 100 appointment
• Each lower division course 1.5 IWC

• Lecturer X is appointed to teach 2 lower
  division courses in the Fall Quarter
• The percentage of the appointment is
• 1.5 x 2 3 IWC 100 appointment for Fall
  Quarter

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Eligibility

• Demonstrated experience in teaching
• Usually an advanced degree in relevant field
• May NOT be a student at any UC campus
• May not have been denied tenure at any UC campus
  within 5 years of Unit 18 appointment

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Recruitment Requirements

• Same recruitment requirements as for other
  academics (refer to UCD 500)
• Useful to conduct generic search to gather pool
  of candidates for sabbatical replacements,
  temporary teaching needs

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Old Contract to New Contract -- Appointment
Changes

• Quarter count by department
• 3-Year Contract replaced by Continuing
  Appointment
• An individual can hold a Continuing Appointment
  in one department, and a pre-six appointment in
  another
• Salary increase at beginning of 4th service year
  for pre-6 appointees
• Merit review for Continuing Appointees only

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Accumulating Service Quarters

• Service in a Unit 18 title is counted at the
  department level
• This service counts toward the 4th year salary
  increase and toward a Continuing Appointment
• All service in the title in that department is
  counted, whether or not there is a break in
  service
• Without-salary appointments are not covered by
  the contract

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Importance of Planning

• Planning begins with annual department
  determination of instructional delivery for all
  undergraduate courses
• If annual determination of instructional delivery
  reveals need for NSF, then NSF performance is
  assessed for possible reappointment
• Annual assessment that reflects a need for NSF
  appointee puts department on the road to
  Continuing Appointment
• Contract requires planning lack of planning
  could result in grievances and potential legal
  exposure

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More on Planning

• Department Chair should communicate with Senate
  faculty about their role in assessing department
  need, instructional delivery, and evaluating
  performance
• At what year should Senate faculty vote
• The role of a departmental ad hoc committee
  need for NSF
• Level of commitment when Continuing Appointment
  is considered impact on hiring of new Senate
  faculty

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Pre-6 Appointments/Reappointments

• Guidelines for NSF appointees in their first six
  years within one department

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Appointment Process for Unit 18

• Follows standard appointment process of academic
  appointees (establish a need, search for best
  candidate, review in department, submit proposed
  appointment for review/approval by the dean)

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Employment Requirements

• Academic Year NSFs who teach in all 3 quarters
  must have appointment dates, for payroll and
  benefit purposes, from July 1 through June 30
• Averaging an appointment This is only possible
  when the appointee has assigned teaching, in one
  department, for all quarters of the academic
  year must be a strong programmatic rationale
• You may not average appointments in different
  departments

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Seven Years in the Life of Lecturer X

• Taking a walk through history

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Pre-Six Reappointments

• Teaching Assessment precedes any reappointment
• NSF under consideration for reappointment is
  notified of review criteria, departmental
  process, deadline dates

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Pre-6 Reappointments Assessing Need and
Performance

• 1. Determination by the department that an
  instructional need exists that is not met by
  Senate faculty, Graduate Student (ASE),
  distinguished Visiting or Adjunct Professor does
  not exist when faculty determines that the
  academic programmatic needs require rotation to
  satisfy intellectual diversity
• 2. If instructional need exists, conduct
  assessment of NSF performance to determine if
  there is demonstrated competence in the field and
  demonstrated ability in teaching and other
  assigned duties as evidenced by command of
  subject matter and continued growth in mastering
  new topics
• Ability to organize and present course materials
• Ability to awaken in students an awareness of the
  importance of the subject matter
• Ability to arouse curiosity in beginning students
  and to stimulate advanced students to do creative
  work

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Who Conducts the Assessment

• Responsibility of the Academic Senate to ensure
  quality of instruction
• May be carried out by the Department Chairperson,
  or an appropriate standing committee that
  includes Senate faculty
• Recommended, but not required, to include input
  from NSF Continuing Appointee

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Informing Lecturer X

• To be provided to NSF, in writing
• What is the assessment process when does it
  happen
• What is the criteria that is used
• What materials are needed for the assessment

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Pre-6 Salary Increases

• Automatic 1-step salary increase for any
  reappointment for a 4th year within a department
• Range adjustments

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The Initial Continuing Appointment

• Reappointments following 6 years of service in a
  department in a Unit 18 Title

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Step 1 Needs Assessment

• An aspect of departments academic planning that
  takes place during the 5th year of NSFs
  appointment
• Integrated into normal annual planning of
  curriculum, and takes into account the assignment
  of instruction to Senate faculty and all other
  instructors, including NSF

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What Defines Instructional Need

• Course(s) to be taught in same area as previously
  taught by the NSF
• Courses in same area of NSFs expertise
• Courses are expected to be taught by that NSF

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Instructional Need -- continued

• Need for Continuing Appointment does not exist
• if
• 1. Course will be taught by Academic Senate
  faculty
• 2. Course will be taught by Graduate Student
  (ASE)
• 3. Course will be taught by distinguished
  Visiting or Adjunct Professor
• 4. Does not exist when faculty determines
  that the academic programmatic needs require
  rotation to satisfy intellectual diversity
• 5. There are no other courses appropriately
  taught by NSF

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Step 2 After Instructional Need is Established

• Department conducts excellence review
• of NSF in their sixth year
• Notifies Lecturer X, in advance and in
• writing, of the timing, process, and
• criteria for this important review

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Excellence How can you tell?

• Process for assessing NSF performance may
  include some or all of the following
• Assessments of current and former students
• Assessments by departmental faculty
• Assessments from classroom visits
• Evaluation of new instructional techniques
  developed by NSF
• Reasonable efforts to ensure that a qualified NSF
  participates on review committee

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Criteria for Assessing Excellence

• Reviewers should look at NSFs
• Command of subject matter and continued growth in
  mastering new topics
• Ability to organize and present course materials
• Ability to awaken in students an awareness of the
  importance of the subject matter
• Ability to arouse curiosity in beginning students
  and to stimulate advanced students to do creative
  work and
• Achievements of students in their field

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Merit and Continuing Appointees

• Lecturers being considered for a Continuing
  Appointment must also be considered for a merit
  increase
• If approved, merit increase is 2 steps
• Merit consideration every three years after that

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Ending a Continuing Appointment

• Resignation
• Layoff
• Dismissal based on
• Dereliction of Duty
• Just Cause
• Lack of Excellence

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Reasons for Layoff

• Lack of work
• Budgetary exigencies
• Programmatic changes where classes taught by NSF
  are no longer offered, or are being taught by
  others, i.e. Academic Senate faculty
• Layoff protections for Continuing Appointees

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Discipline and Dismissal

• Requires due process
• When non-Excellent performance drives
  consideration for dismissal, Remediation Plan
  must be followed to allow sufficient time for
  improvement

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Becoming Familiar with the new contract...

• Appointment Articles 7a,b,c
• Benefits Article 11, Appendix C
• Layoff Article 17
• Discipline and Dismissal Article 30
• Grievance and Aribitration Articles 32 and 33.