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3-50. Assistant Professors - Special Considerations A. EACH APPOINTMENT AND REAPPOINTMENT OF AN ASSISTANT PROFESSOR IS LIMITED TO A MAXIMUM TERM OF TWO YEARS Reappointment Review Process Until an assistant professor has achieved promotion to tenure, a department chair must submit one of the following recommendations for each assistant professor who is serving the second year of appointment.
NOTE: The department may wish to recognize exceptional achievement by recommending a merit increase for an assistant professor who is serving the first year of a two-year appointment. If this accelerated increase is approved, its effective date will mark the beginning of a new two-year appointment. 2. Reappointment without a Merit IncreaseIf progress toward tenure is minimally acceptable but not outstanding, the department may recommend a two-year reappointment without a merit increase. 3. NonreappointmentIn the case of an assistant professor who is not making minimally acceptable progress toward tenure, the department may recommend a terminal appointment. B. TOTAL UNIVERSITY SERVICE IN THE ASSISTANT PROFESSOR AND OTHER SPECIFIED TITLES MAY NOT EXCEED EIGHT YEARS In the University of California system, in order to remain as a tenured member of the faculty, a person must earn promotion from assistant professor to associate professor before the end of eight years of service. (See Appendix I of this section for guidelines on determining years toward the eight-year limit.) In some cases, appointees can receive additional time on the clock for childrearing. This type of approved leave will extend the eight-year maximum limit. It should be noted that appointees are not guaranteed eight years of employment. The eight-year limit refers to the maximum amount of time in which the University may offer appointment in restricted titles. Decisions about retention and advancement are based on careful reviews of the appointee's promise, progress and achievement. A review may result in a recommendation for nonreappointment earlier than the sixth year but not later than the seventh year because of the requirement to give a 12-month notice to the appointee. Tenure Review ProcessA department is required to conduct a formal appraisal of an assistant professor's standing in regard to promotion to tenure both at midcareer (in the third or fourth year of service under the eight-year rule) and at the time of the tenure review (normally in the sixth year). The following table illustrates the timing of the tenure review in a normal case under the eight-year rule:
Appendix II in this section illustrates differences in the timing of the tenure review for an assistant professor appointed with a mid-year (other than July 1) effective date. See Appendix III for special timing of the tenure review for an assistant professor who has received a "childrearing extension."
Midcareer appraisal files often include a recommendation for reappointment or for a merit increase. If this is the case, the reappointment/merit recommendation must be separate from the midcareer appraisal, with separate letters and separate department votes for each. The department should assess the complete record-to-date (including work in progress), and it should carefully and frankly assess the prospects for the individual's achieving promotion based upon continuation of that record. The appraisal should note specific areas of deficiency (if any) and should recommend actions to be taken by the individual and/or the department and chair. The Mid-Career Appraisal should be clearly labeled as "Positive," "Negative," or "Cautionary." The department or a designated committee should have reviewed the appraisal (with notation that a copy has been provided to the candidate.) The letter should assess the candidate's prospects for promotion, contain a report of the faculty opinion and vote and an evaluation of the candidate's performance in the following areas: The chair must also convey to the candidate, in writing, the substance of the midcareer appraisal, along with any recommendations for changes in activities or emphasis. (A copy of this written statement should be included in the file.) The Committee on Academic Personnel urges that the midcareer assessment be prepared by a departmental sub-committee instead of the department chair. After approval by the departmental faculty, the candidate should be given the opportunity to examine and comment on the assessment. Because the midcareer appraisal is directed primarily to the candidate, it is in the best interest of the candidate and the department that the midcareer appraisal be careful, cautious and candid, addressing problems where they exist while there is still time for adjustment and improvement. It is important that the faculty member is made thoroughly aware, in a formal way, of his or her situation in regard to eventual promotion. The midcareer appraisal should be forwarded to Academic Personnel through the appropriate dean. The Committee on Academic Personnel will review the midcareer appraisal and decide whether it wishes to conduct further review. Academic Personnel will notify the chair (via the dean) of CAP's decision, and at that time the chair should forward to the candidate any comments received from subsequent reviewers. 2. Tenure ReviewReview for promotion to tenure normally takes place in the sixth year of service under the eight-year limit; however, postponement is possible. Postponement of the Tenure ReviewIn the latter half of an assistant professor's fifth year (under the eight-year rule), the department should determine whether the tenure review should take place, as normal, in the sixth year or whether circumstances exist which justify postponement of the tenure review until the seventh year. Postponement of the tenure review will be justified if the candidate has significant work in progress, the evaluation of which will occur within a year but not in time to be included in a sixth-year review. Postponement may be justified in the case of an assistant professor who has a childrearing extension, and is making sustained progress, even if it is at a slower pace. A postponement may also be appropriate under exceptional circumstances, such as when serious illness has disrupted the candidate's normal progress, but there is still sufficient evidence that a seventh-year tenure review will be successful. Postponement of the tenure review is not appropriate for an assistant professor whose midcareer appraisal was negative, or for an assistant professor who has been reappointed without a merit increase. To request postponement, the assistant professor should provide tangible evidence to the department that the record will change significantly in the sixth year. The department should discuss the evidence and vote for or against postponement of the tenure review. The postponement file must be accompanied by the candidate's full merit or reappointment file, which will normally be required for continuation beyond the sixth year. Form UCI-AP-38 itemizes the documentation required for the postponement of tenure review. The postponement file, accompanied by the merit or reappointment file, is forwarded to the appropriate dean's office for recommendation, for further review by the Council on Academic Personnel and the Vice Provost for Academic Personnel. Tenure ReviewAt the time of the tenure review (in the sixth or, with postponement, the seventh year), the department will submit one of the following recommendations:
b. NonreappointmentIf the department determines that the assistant professor's record does not meet the university's criteria for promotion to tenure, the department should recommend nonreappointment, or a one-year terminal appointment if this is necessary to provide notice. NOTE: When a tenure review results in a recommendation for nonreappointment at any level, reviewers still need to follow the procedures to ensure fairness in the review of assistant professors set forth in APM Policy 220-84 and in this manual (APP 1-12). It is essential that a recommendation for nonreappointment be as carefully and thoroughly documented as a recommendation for promotion. Preliminary Assessment ProcedureIn August, 1993, the campus was issued revised APM Section 220-84-b concerning preliminary assessment notification by the Executive Vice Chancellor in nonreappointment cases. During a tenure review of an assistant professor (or a comparable review for an assistant professor in residence, assistant professor of clinical X, or assistant adjunct professor), if the Executive Vice Chancellor's preliminary assessment is for nonreappointment, the department chair and the candidate will be notified in writing and will have an opportunity to respond after receiving access to extra departmental documents in the review file. Under this policy, intact copies of the dean's letter and the CAP report, plus redacted copies of the chair's letter and any ad hoc report, will be sent to the candidate via the dean's office at the time of the preliminary assessment. In addition, a copy of the department letter and redacted copies of outside letters will be provided to the candidate if he or she did not request such access at the time of the department review. Candidates will be given five working days to submit any additional materials to their chairs. Policy allows the candidate to respond directly to the Executive Vice Chancellor if he or she chooses, but the response will be returned to the department for advice. This response, together with additional recommendations from the department and dean, will be returned to the Committee on Academic Personnel for final review. References - University Policy Years
of service toward the eight- year limit are calculated from the
beginning of the first complete quarter of service (see APM
Policy 133-17 for complete details). Some special considerations
for figuring years of service are:
B. Normally, appointments at any percent of time (including 0%, or Without Salary) count toward the eight- year limit. See APM Policy 133 for exceptions. C. A break in service does not invalidate the counting of service prior to the break. D. Periods of service on any campus of the University of California in any combination of the titles listed in APM Policy 133 count toward the eight- year limit. E. Applicability of periods of leave toward the eight- year limit:
2. Any childbearing or parental leave which is equal to or exceeds one quarter is automatically excluded from service toward the eight- year limit. The maximum time which may be excluded for one or more of these leaves is one academic year (3 quarters for a 9- month academic appointee and 4 quarters for an 11- month fiscal year academic appointee) for each event of birth or adoption. 3. Exclusion of one or two quarters will not necessarily affect the timing of the tenure or promotion review, since these reviews are conducted on an academic-year basis.
APPENDIX II Service
toward the eight-year limit for 9-month appointees is counted
in quarter units (three quarters = one year). When total service
includes a fraction of a year, the total should normally be rounded
in years of service for review purposes.
As an example, an assistant professor hired spring quarter, 2006,
would normally be reviewed for tenure in the 2011-2012 academic
year (the sixth year). This timing is necessary in order to provide
a period for the review and to allow for a full year's notice
in the event of nonreappointment.
The following table illustrates the timing of reviews for a 9-month academic year appointee with a mid- year appointment effective at the beginning of Winter Quarter:
The following table illustrates the timing of reviews for a 9- month academic year appointee with a mid-year appointment effective at the beginning of Spring quarter:
Service toward the eight- year limit for 11- month fiscal year appointees is counted in 12 monthly units. When total service includes a fraction of a year, the total should normally be rounded upward in determining years of service for review purposes. Thus, any period from 61 months through 72 months should be counted as six years for such purposes. The following table illustrates the timing of reviews for an 11- month fiscal year appointee with a mid- year appointment effective at the beginning of spring quarter (April 1):
The following table may be used as a worksheet to plan the timing of reviews for an 11- month fiscal year appointee with a mid- year appointment different from the case illustrated above:
Mid-year Appointments (11-month) APPENDIX III FOR FACULTY WITH CHILDREARING EXTENSIONS Assistant professors have the right, under certain circumstances provided for in policy APM 133-17-h, to request a stop the clock during the pre-tenure review time (the probationary period).
Requesting a "Stop the Clock" An assistant professor who is responsible for 50 percent or more of the care of a newborn child or a child under age five newly placed for adoption or foster care is eligible to request that their tenure clock be stopped for up to one year for each event of birth or placement, provided that all the time off the clock totals no more than two years in the probationary period. This request must be made within two years of the birth or placement of the child and exercised before July 1 of the academic year in which a promotion review is to occur (no later than the second-half of the actual fifth year). To apply for a Stop the Clock, complete the Childrearing Stop the Clock Request/Certification (Form UCI-AP-92). Exercising the "Stop the Clock" Some assistant professors who have been granted the option to “Stop the Clock” for the care of a child may never exercise it. Others may wish to exercise the option as the time for the tenure review approaches.
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