Prior to the non-renewal of a faculty member for such reasons, the Chair shall consult with the faculty of the department (or appropriate faculty body) before notifying the faculty member of the action to be taken. The presumption is that the previous decision was correct, and it will be an unusual case where that decision, which resulted from a lengthy and careful set of reviews, will be reversed on reconsideration. c. Professional competence and activity Academic Personnel | Lecturers (Unit 18) - UCLA College of Letters and Any appraisal for an Academic Year (9-month) appointee after the first day of service for the Fall Quarter, requires Chancellor's approval for the retroactivity. A departmental recommendation regarding reconsideration should be submitted by the Chair in accordance with normal academic personnel procedures. Mere length of service and routine good performance at Step IX is not a justification for further salary advancement. A request for reconsideration does not automatically initiate consideration of the case by the entire review process. The Executive Vice Chancellor must approve use of any contingency fund surplus. See Section XI A. and B. for notice provisions. See, , "Appointment and Advancement of Assistant Professors at UCLA.". for dossier content and search requirements. Periods of approved leave with or without salary and of temporary transfer to administrative and/or research capacities count as part of a two-year term. If funding for 12 months is not available, then the following standards should apply: 9 calendar months notice for appointees at the Professor Rank; 6 calendar months notice for appointees at the Associate Rank; or. any exception to policy governing the series requires the advance approval of the Chancellor. Review and submission of a dossier are required. David Lopez Faculty Retirement Liaison dlopez@ucla.edu (310) 210-1118. Further information on the studies and recommendations is available for review. * An Assistant Professor who has completed eight years of service in that title, or in that title in combination with other titles as established by the President, shall not be continued after the eighth year unless promoted to Associate Professor or Professor. Details: WebWages, the 2022- 23 ASE salary scales for salaried ASEs have been adjusted by a general range adjustment of approximately 7.5% and salary scales for ucla gsr salary scale Verified 8 days ago Salary Scale February 2022 and Salary Transition New Appendix - Parking TA. The links below go to the salary scales (past and present) maintained by the University of California's Office of the President. A review during the seventh year of service is not conducted when: 2. All Off-Scale rates must be in multiples of $100. Rosina M. Becerra Special Liaison for Faculty Development rbecerra@ucla.edu (310) 206-9379. Basic appointment normally must be at 100% of full time (subject to temporary reduction and to changes reflecting combined service in administrative and/or research capacities). Thus, for example, if new extramural funds are received during the period of a negotiated salary, these new funds can be used to cover the NSC during the year if the total NSC percentage remains the same. The evaluation should include the individual's scholarly work, names of faculty members who might serve as members of a campus ad hoc review committee, and names of persons at other institutions from whom evaluations of the individual's scholarly work might be solicited by the department. Above and beyond that, great academic distinction, recognized nationally, will be required in scholarly or creative achievement or teaching. A review during the seventh year of service is not conducted when: 2. any merit increase of two years acceleration in the Adjunct Professor Series (except Adjunct Professor Step VI) has the final approval authority of the Dean, except in cases where two (2) consecutive, two-year accelerations have been sought; the Chancellor has final approval authority. See APM 200-17a for the policy regarding the payment of salary increases associated with merits and promotions. A without salary appointment may be made without step when, because of the nature of the responsibilities of the appointee, there will likely be no need for regularly scheduled appraisal or review for advancement. Do campus rules regarding conflict of interest and conflict of commitment apply differently to faculty participating in the NSTP? The Office of the President is working with participating campuses (San Diego and Irvine as well as UCLA) to refine the metrics, reporting, and assessment methods that will be used to evaluate the NSTP trial program, and participating campuses will be directed to collect specific categories of information needed for the evaluation. a salary that is higher than the published system-wide salary at the designated rank and step, are offered when necessary to meet competitive conditions. 6) WFA - Job Aid Summer Salary Processing (link coming soon) Last Updated May 9, 2023. Appointment immediately following the ending date of a self terminating appointment. In the absence of such express notification, the appointment ipso facto terminates on the specified ending date.". Arts and Architecture, Education and Information Studies, Engineering and Applied Science, Letters and Science, Management, Medicine, Music, Public Health, Public Affairs, and Theater, Film & Television, * Provided that there is no change in rank and step, 3. By way of illustration, "substantial new evidence," as referred to above, might consist of evidence that a major piece of research, not previously reviewed, has been published or accepted for publication. See campus compensation page for additional information. The initial term of appointment of an Assistant Professor ends on the second June 30th after the effective date of the appointment. Appointment to an additional department on a without salary basis where the faculty position remains based in the home department. Index of academic title names .5 & .9 Steps Table 1: Faculty--Ladder Ranks--Professor Series, Academic Year Table 2: Faculty--Ladder Ranks--Professor Series, Fiscal Year Table 3: Faculty--Ladder Ranks--Business/Economics/Engineering, Academic Year Table 4: Faculty--Ladder Ranks--Business/Economics/Engineering, Fiscal Year The termination of a continuous tenure appointment or the termination of the appointment of any other member of the faculty before the expiration of the appointee's contract shall be only for good cause, after the opportunity for a hearing before the properly constituted advisory committee of the Academic Senate, except as otherwise provided in a Memorandum of Understanding for faculty who are not members of the Academic Senate.". be appointed as appropriate). make a judgment whether the new evidence, if any, is so substantial that, taken together with the record in the previous review, the earlier decision should be reversed. Two features are emphasized regarding the Five-Year Review: -------------------------------------------------------------------------------, 2023 Regents of the University of California, * All appointments to the rank of Assistant Professor are for specified terms. At UCLA this series is frequently used to employ qualified individuals drawn from professional practice. If during the term of an appointment it becomes necessary to place an earlier end date, it is desirable that there be not less than 12 calendar months notice of the ending of the appointment (if funding so permits). No, those rules continue to apply in exactly the same way. 2. Intervals between such salary increases may be indefinitely long and only in the most superior cases where there is strong and compelling evidence will increases at intervals shorter than four years be approved. If, as a final outcome of the review process, a decision not to promote is rendered, notice will be issued and a one-year terminal appointment will result. Are any faculty members excluded from participation? 5. Side Letter - UCLA Lab School Demonstration Teachers w/ Addendum 2016/17. ACADEMIC PROGRAMMATIC UNIT (APU) See Appendix 17 for "Summary of UCLA Policy on Off-Scale Salaries.". Department of Psychology. The Chair, after appropriate consultation within the department, shall have the opportunity to respond in writing and to provide additional information and documentation. 8. However, when an appointment has been renewed at least once, a reasonable period of notice (3 months) should be given. UCLA Faculty Salary Equity Studies What is a Negotiated Salary Plan (NSP)?. There is no limit on the total number of years an individual may hold a series of such appointments. Advancement to Step VI is based not only upon performance since the last preceding advancement but also upon performance during the individual's entire academic career. a terminal appointment has already resulted as a result of a prior review. For participating faculty, the negotiated salary component will not be considered covered compensation for purposes of UCRP. The proposal is then reviewed by the department Chair and Dean to ensure that the requesting faculty member is in good standing (see Question 5), the proposed negotiated salary is consistent with campus rules, and sufficient resources are available to support all elements of the proposal, including graduate student support. There must be a review and vote by the departmental faculty, recommending either reaffirmation or reversal of the previous decision, pursuant to the department's procedures for consideration of promotions of Assistant Professors. Authority to approve or deny recommendations rests at the indicated administrative levels except that: Normal or one year of Acceleration (See Appendix 13), Professor VI, Above-Scale & Further Above-Scale. See campus compensation page for additional information. For questions about any of these positions, please contact the BDM Area Admin Office at bdm.admin@anderson.ucla.edu. The presumption is that the previous decision was correct, and it will be an unusual case where that decision, which resulted from a lengthy and careful set of reviews, will be reversed on reconsideration. The Chair, after appropriate consultation within the department, shall have the opportunity to respond in writing and to provide additional information and documentation. 1. Other schools and divisions may participate if they submit a request by January 31, 2014, and the Executive Vice Chancellor approves the proposal. After consultation with the Council on Academic Personnel, the Chancellor determines whether a given case should be referred to an ad hoc review committee and whether this should be the original committee or a new committee. Criteria for assessment of individual qualification are set forth in Appendix 5, "Instructions to Review and Appraisal Committees" except that in applying these criteria in cases involving individuals at non-tenure levels, due consideration must, of course, be given the individual's promise, as well as achievement, in research and creative activities. Two features are emphasized regarding the Five-Year Review: -------------------------------------------------------------------------------, 2023 Regents of the University of California, Sexual Harassment Prevention/Title IX Office, Negotiated Salary Trial Program (NSTP) Instructions, Regents' Professor and Regents' Lecturer Programs, Endowed Chairs, Presidential Chairs, Professorial Name Chairs, Definition of the Adjunct Professor Series, Fourth-Year Appraisal of an Assistant Adjunct Professor (at 51% time or more), Eight-Year Limit Review of an Assistant Adjunct Professor (at 51% time or more), Non-Renewal of Appointment of an Assistant Adjunct Professor as a result of a Personnel Review, Preliminary Assessment of Non-Renewal of an Assistant Adjunct Professor, Reconsideration of Terminal Appointment of an Assistant Adjunct Professor, Non-Renewal of a Term Appointment for Budgetary Reasons, Programmatic Changes, or Lack of Work, Appointments with no Specific Ending Dates, Five-Year Review for Associate Adjunct Professor and Adjunct Professor, see the section on Health Sciences Clinical Professor, Health Sciences Clinical Professor series, Health Sciences Clinical Professor Series, any action involving employment of near relatives (, compliance with recruitment and search requirements; and. Criteria for assessment of individual qualification are set forth in Appendix 5, "Instructions to Review and Appraisal Committees" except that in applying these criteria in cases involving individuals in the rank of Assistant Adjunct Professor, due consideration must, of course, be given the individual's promise, as well as achievement, in research and creative activity. The Chair should consult with the faculty member regarding the request and inform the faculty member in writing of the deadline for submission of additional materials, in order to permit timely departmental review. The Department Chair and the candidate shall be notified of this in writing by the Chancellor and be provided with all records placed in the personnel review file subsequent to the departmental review. any merit increase for a Fiscal Year appointee approved by the Dean after September 1st, requires Chancellor's approval for the retroactivity. 11. Moving Expenses Are Now Taxable Application Window Open date: February 15, 2023 Next review date: Wednesday, Mar 15, 2023 at 11:59pm (Pacific Time) Yes, participating faculty may receive administrative stipends, but those stipends may not be used to support the negotiated salary component. The NSP allows ladder and in-residence faculty with at least half-time appointments at participating UCLA schools and divisions to voluntarily contribute external funding resources toward their total UC salary. The total UC salary consists of the faculty members scale-based salary (including off-scale) plus a negotiated salary component that may not exceed 30% of the scale-based salary. The salary range for this position is $87,100 - $107,800. An eligible faculty member in one of the participating campus units must submit a proposal that is first reviewed by the appropriate fund manager or business officer to confirm that the funding source is allowable and will remain in place for the entire fiscal year. Dentistry, Law and Nursing. Appointees to all ranks are members of the Academic Senate. 12. Merit Increase to Professor VI, VII, VIII, IX and Above-Scale. Effective October 1, 2019 Effective January 1, 2020 (represented Academic Researchers) Effective February 9, 2020 (non-exempt Postdocs) Effective March 1, 2020 (exempt Postdocs) Note: The final decision by the Chancellor not to promote, cannot be made without the appropriate Preliminary Assessment notification process. CAP (Review Committee will always be appointed). *In computing time for the Assistant Adjunct Professor title, only those quarters or semesters at 51% or more time will count. 2) Policy & Procedure Governing Summer Salary. Note: If service began on or before January 1 for a Fiscal Year appointee or the beginning of the winter quarter for an Academic Year (9-month) appointee, the full year is credited toward eligibility. Permanent salaried appointments where the faculty position is divided between two or more departments, when taken together, total 100%. FAQs | Academic Personnel A review during the seventh year of service may be postponed when: See Appendix 25, "Leaves of Absence" for further information. If an Assistant Professor is given notice of a terminal appointment, the faculty member may, during the period prior to the final termination date, request reconsideration. Advancement in step not involving change in rank. Advancement to an Above-Scale rank involves an overall career review and is reserved only for the most highly distinguished faculty (1) whose work of sustained and continuing excellence has attained national and international recognition and broad acclaim reflective of significant impact; (2) whose University teaching performance is excellent; and (3) whose service is highly meritorious. See Appendices 14, 24 and 25. The following tables apply to all Schools and Colleges. See, for "Summary of UCLA Policy on Off-Scale Salaries.". If the case is not referred to an ad hoc review committee, or, if it is so referred, after this committee makes its report, the case is considered in normal review channels, including the Office of the appropriate Dean and the Council on Academic Personnel. 9. They may be paid for teaching a maximum of one course per session. "Off-scale salaries", i.e. The Dean is responsible for managing funding of the NSTP, and must cover the negotiated salary. s truong@conet.ucla.edu (310)206-5770. 2023 Regents of the University of California, Sexual Harassment Prevention/Title IX Office, Negotiated Salary Trial Program (NSTP) Instructions, Regents' Professor and Regents' Lecturer Programs, Endowed Chairs, Presidential Chairs, Professorial Name Chairs. March 1 Spring Quarter. HR Administration Compensation & Classification Tools & Resources Compensation Title & Pay Plan The Staff Title & Pay Plan (T&PP) lists all staff job titles and related salary information. The amount of negotiated salary has a cap of 30% of the base salary and must be funded through extramural sources such as gift income, research contract and grant funds, and other non-state-appropriated funds. Advancement to Step VI will be granted on evidence of sustained and continuing excellence in each of the following three categories: (1) scholarship or creative achievement; (2) University teaching; and (3) service. Summer Salary is subject to a 6.20% OASDI matching employer charge until the employee's earnings reach the amount of $160,200 during the 2023 calendar year. If adequate funding sources exist at the time the negotiated salary is established, may there be subsequent changes to the mix of fund sources if the total Negotiated Salary Component (NSC) remains the same? 1. Transactions resulting in total annual cash compensation above $340,000 must be submitted in advance to Campus Human Resources for approval by the Chancellor. If the case is not referred to an ad hoc review committee, or, if it is so referred, after this committee makes its report, the case is considered in normal review channels, including the Office of the appropriate Dean and the Council on Academic Personnel. "Off-scale salaries", i.e. Will participating departments be allowed to add criteria (e.g., participation in specific departmental activities) that must be met in order for a faculty member to participate in the NSTP? The department should: explicitly identify what new evidence, since the earlier review, is now in the file; explicitly evaluate whatever new evidence there may be; and. For questions about this position, please contact Prof. Sanford DeVoe at sanford.devoe@anderson.ucla.edu. Additions to the record may not be made after the deadline date established by the department. The final decision by the Chancellor not to renew or promote, shall not be made without the appropriate Preliminary Assessment notification process and opportunity to respond being provided to the candidate. 2020-21 Academic Salary Scale Revisions | Academic Personnel Office "Off-scale salaries" and other components of pay, i.e., a salary that is higher than the published system-wide salary at the designated rank and step, are offered when necessary to meet competitive conditions. Without salary appointments, with or without step, may be made when the appointee serves at an affiliated or associated hospital. There will be a full review in year four. "Joint and Split Appointments" for instructions regarding secondary department participation in subsequent reviews. Ladder Faculty (JPF07881) - UCLA Academic RECRUIT 2021-2022 Call for Applications | Academic Personnel FTE and funding must be provided from permanently available faculty provisions, unless otherwise approved by the Chancellor. Also see Appendix 37 for Interdisciplinary Activity. Summer ninths are paid as a percentage of the total negotiated salary. Deans not serving as Chair have Off-Scale approval authority up to and including the next step. Submission of a request for reconsideration, consideration of the case in the personnel process, and/or reaffirmation of the original decision will not extend, or otherwise affect, the prior notice of terminal appointment ending on a specified date. An informal relationship (not a Joint or Split Appointment) with an Organized Research Unit, research center, or interdepartmental teaching program, within the University for the purposes of advising or conducting research. Salary. 3) Computation of Payments. Please apply at: https://recruit.apo.ucla.edu/JPF08121 An appointment to a title in this series with a specified ending date expires by its own terms on that date, and additional notice of the ending of the appointment is not required. If, for example, part of the negotiated salary is based on overload teaching in a self-supporting program, the appropriate number of consulting days must be forfeited in accordance with APM 025. Budgetary reasons include discontinuation of the funding for all or part of a program or project on which the appointee works and/or from which all or part of his or her salary is budgeted. See Section VIII below on "Non-Renewal of Appointment of an Assistant Professor as a result of a Personnel Review" for procedures regarding non-renewal. 1. Note: The final decision by the Chancellor not to renew, cannot be made without the appropriate Preliminary Assessment process. The following tables apply to all Schools and Colleges. For Fiscal Year appointees, employment actions approved by the Dean more than 6 months after the effective date of the appointment requires Chancellor's approval for the retroactivity. Review and submission of a dossier are required for appointment. Appendix 17: Summary of UCLA Policy on Off-Scale Salaries "All appointments to the positions of Professor and Associate Professor and to positions of equivalent rank are continuous in tenure until terminated by retirement, demotion, or dismissal. , "Faculty Search Guidelines" regarding search procedures and required documentation. Also see. . For Academic Year (9-month) appointments, the effective date of the appointment will not coincide with the begin date of the service period. Eligibility does not imply automatic advancement. An appointee appointed 100% time in this series must have teaching responsibilities equivalent to those of a regular Professorial appointee in the department. See Appendix 13 for further information regarding the use of Assistant Professor Steps V and VI, and Associate Professor Steps IV and V. * All appointments to the rank of Assistant Professor are for specified terms. Except as provided in Appendix 10, Section II, an individual appointed to this series is compensated on the Salary Scale appropriate to the circumstances of service, as defined in the Academic Salary Scales of the University of California Academic Salary Scales. A further merit increase in salary for a person already serving at an Above-Scale salary level must be justified by new evidence of merit and distinction. Appraisal is a formal evaluation of an Assistant Adjunct Professor which is made in order to arrive at the prospects of the candidate for eventual promotion and to provide information to the candidate regarding those prospects. "Favorable" - indicating an assessment that it appears likely that the individual will eventually qualify for promotion to tenure rank. The initial term of appointment of an Assistant Professor ends on the second June 30th after the effective date of the appointment. All personnel completing the requisite number of years of service in the indicated steps of this series are eligible for normal promotion to the indicated rank and step effective July 1st. An Assistant Adjunct Professor who has completed eight years of service in that title or in combination with other designated titles, cannot be continued after the eighth year unless promoted to associate professor. Summer Salary Policy | Academic Personnel Departments should establish a deadline for making additions to the record, and a time schedule for departmental faculty review, so that there can be timely submission of the case to the Academic Personnel Office. What is a "Negotiated Salary Plan (NSP)?". Effective dates for Academic Year appointments commence as follows: July 1 -- Fall Quarter Academic Personnel | Pre-6 Salary / Merit Increases - UCLA College of Review and submission of a dossier are required. Local Campus Differential Scales are also established for the School of Public Health and for the School of Education and Information Studies. Appointments at 50% or less may be fully state funded. If as a result of a review of an Assistant Professor, the Chancellor's Preliminary Assessment is not to renew or promote, or is contrary to the departmental recommendation, the Department Chair and the candidate shall be notified of this in writing by the Chancellor. The Academic Personnel Office (APO) supports faculty and Admins through oversight of initial appointments, promotions, merit reviews, salary and other benefits, faculty development, work-life balance programs, retirement, grievances, and other disciplinary matters. Any appraisal for an Academic Year (9-month) appointee approved by the Dean after the first day of the service for the Fall Quarter, requires Chancellor's approval for the retroactivity. 1) 2023-2024 Summer Salary Policy Memo. The salary range for this position is $60,000-$71,952. *Senate Review is waived except in cases where two (2) consecutive, two-year accelerations have been sought. Joint Appointment (WOS Appointments) HSCP Salary Scales 10/1/21 (CURRENT) (PDF) HSCP Salary Scales 10/01/19 (PDF) Historic UC Academic Salary Scales. 6. Advancement normally will not occur after less than three years at the current step. "Unfavorable" - indicating an assessment that on the present evidence it appears unlikely that the individual will eventually qualify for promotion to tenure rank. For an individual with a Joint or Split Appointment, see Appendix 15. A summary of UC's 2021 payroll is available at https://www.ucop.edu/institutional-research-academic-planning/content-analysis/employees/compensation-reporting.html CAP (Review Committee A new two-year term commences effective with merit advancement. Change of Department and Split Appointment. If the highest distinction is recognized in scholarship or creative achievement then continued excellence and substantive contributions are expected in teaching and service. In addition, all payments are subject to a 1.45%* Medicare charge. 20. Review for Promotion involves evaluation of performance since appointment, with emphasis on the period of service at the current rank of Associate Adjunct Professor. The University of California has system-wide salary scales for all academic employees. Advancement in step in advance of eligibility or to a higher step than normal constitutes acceleration and requires evidence of exceptional achievement. Basic appointments must be charged against the Academic Salaries account of a department of Instruction and Research supported from General Funds (accounts numbered 4-40XXXX-19900-0). According to our data, the highest paying job at UCLA is a Director of Coding at $167,000 annually while the lowest paying job at UCLA is a . Ordinarily, additional evaluations of previously submitted material will not be viewed as "substantial new evidence.". Authority to approve or deny recommendations rests at the indicated administrative levels. Additions to the record may not be made after the deadline date established by the department. See Section XI if non-renewal is due to budgetary reasons, programmatic changes, or lack of work. any exception to policy governing the series requires the advance approval of the Chancellor. any merit increase for a Department Chair requires approval of the Chancellor; and, any merit increase involving compensation at an Off-Scale rate requires Chancellor's approval for the Off-Scale rate (unless authority has been specifically delegated to the Dean); and. Professorial Series Adjunct Professor Series Definition of the Adjunct Professor Series Characteristics of Series Ranks and Steps Criteria Term of Service Service Requirements Tenure Limit on Service Limit on Funding from 19900 Funds Senate Membership Compensation General Off-Scale Salary Limitations Above-Scale Salary Limitations Employment UCLA Guidelines for Administration of the FY 2022-23 Salary Program for See Appendix 14, "Guide to the Computation of Years of Service Which Count Toward the Eight-Year Limit.".
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