|
|
|
Academic Professionals (APs) are generally salaried
(exempt) employees whose positions meet specialized administrative,
professional, or technical needs. They perform high-level duties,
and frequently they have specialized responsibilities in academic,
research, or administrative areas.
All APs must have at least a bachelor's degree in a field required
by the position. Positions frequently require an advanced degree
and experience uniquely relevant to the job.
APs receive a contract for a specified appointment period. They
have the same privileges as faculty and non-tenured academics, except
those privileges that apply specifically to the faculty, such as
tenure eligibility.
State Universities Civil Service Statutes provide that all University
employees shall be covered by the civil service system, except for
those involved in instruction, research and extension, heads of
the institutions, heads of academic units. Other administrative
positions are created by gaining an exemption from the system.An
ac pro position has to meet one of two criteria: A position which
is charged with high level administrative responsibilities and whose
decisions are based on administrative policies; and performs these
duties with only general administrative supervision or direction
and who exercises discretion and independent judgment (e.g., Director,
Associate or Assistant Director); or a position requiring a knowledge
of an advanced type in a field of science or learning customarily
acquired by a prolonged course of specialized intellectual instruction
and study (as distinguished from a general academic education) and
which requires the consistent exercise of discretion and judgement
(e.g., physician, attorney, engineer, architect, archaeologist,
physicist, biochemist).
Approval from Dean for funding
Approval of title from AHR
Approval of campus OEOA to initiate search or search waiver
College policy is that salary from a vacated line reverts to the
College; if approved, position is filled on a visiting basis for
a year
0% faculty or other academic staff appointment
(lecturer, instructor, teaching associate) employee must have credentials
commensurate with faculty or other academic staff title; "title
inflation;" shouldn't use inflated title just to attract someone;
title should be commensurate with responsibilities
Insurance-health, dental, life (same as faculty)
Notice of non-reappointment
Retirement-participate in SURS (same as faculty)
Tuition waiver and fee exemption for employee; 50% waiver of tuition
for children after seven years of service
Vacation-those on 12-month appointments receive 24 workdays of paid
vacation; may accumulate up to 48 days
Sick leave-each year-12 workdays, cumulative if not used, plus 13
additional, noncumulative days are available
Family and Medical Leave-eligible for up to 12 weeks of unpaid family
and medical leave
Parental Leave-paid leave of up to two weeks per academic year immediately
following the birth or adoption of a child
Notice of non-reappointment-those on "hard" funds (state,
auxiliary, revolving) get 6 months if less than 4 years full-time
service, 12 months if more than 4 years; on soft funds get 2 months
if less than 4 years service; 4 years-6 months notice; 5 years-7
months; etc., up to 10 years service get 12 months notice. ("T"
Contract)
All units are required to provide annual performance
evaluations of academic professional employees. The purpose of the
evaluation is to assess the employee's effectiveness during the
previous year and expectations regarding performance and professional
growth in the coming year. It also includes a review of the position
description on an annual basis. The structure of such reviews may
be chosen to meet the particular needs of the unit. Some situations
will suggest more formality than others; other work styles and relationships
will prosper more with an informal approach. Only one format may
be used within a unit to assure that fair comparisons are made.
The employee should be given an opportunity to respond to written
comments. Completed academic professional review instruments (or
forms) and employee written comments are to be placed in the employee's
personnel file in the departmental administrative office.
Salary increases-salary program determined by the campus; usually
must justify 0% or more than 10%
It is possible to promote someone in AP position and it is also
possible to reassign duties.
The Chancellor's Academic Professional Excellence
(CAPE) Award is designed to recognize demonstrated excellence by
academic professional staff. The award is intended to encourage
professional development and improve morale by honoring contributions
by outstanding academic professional staff members. Any academic
professional whose appointment is at least 50-percent time, has
been employed as an academic professional for at least three years
at full-time or the equivalent, and does not have a tenured or tenure-track
appointment, is eligible to be nominated for the CAPE award. Nominees
for the CAPE award will be judged on three criteria: work, personal,
and professional contributions. Each winner of the CAPE award will
receive $2,000 in cash for personal use at the award presentation
each spring and a $1,000 permanent salary increase. In addition,
$1,000 will be added on a one-time basis to each winner's departmental
budget to be used for the purchase of equipment, materials, or training
that would benefit the winner's workplace in future years.
Any academic professional staff member (as defined
under Categories of Academic Employees) may take an employment grievance
to the Council of Academic Professionals. A potential grievant may
approach any member of the committee for informal advice and consultation.
The committee may not take action, however, until the grievance
has been presented in writing to a member of the committee. Campus
encourages informal resolution. Unit could develop grievance process,
using faculty model. There is a campus process for grievance based
on harassment or discrimination.
There is no formal discipline process for APs. Be honest about the
person's performance on Annual Review as AHR must review those prior
to the issuing of a terminal contract. If the reviews are good AHR
will ask that you issue a letter of expectation with 3 months to
correct the problem (this can vary) before the T is issued. Should
the Performance Evaluations address the marginal or poor performance
AHR will not require this step. It is unfair to issue a T when there
is no documentation. AHR is a resource in process. Ultimately, can
re-assign duties (no reduction in pay) or terminate employment.
Personnel documents may be inspected if they
are, have been, or are intended to be used in determining an employee's
qualifications for employment, promotion, transfer, additional compensation,
discharge, or other disciplinary action, except as noted below.
An employee is entitled to make at least two inspection requests
in a calendar year.
Disallowed Material
Employees do not have a right to inspect the following documents:
letters of reference, both internal and external, for the employee;
external peer review documents; test documents (the employee, however,
may see test scores); information in their files constituting an
invasion of other persons' privacy; records pertaining to a criminal
investigation of an employee or employees (unless and until adverse
personnel action is taken based on those records); records related
to a pending claim between the employer and employee that may be
obtained through that judicial proceeding; and materials used for
management planning. "Management planning" materials include
those used in matters relating to the comments or ratings necessary
for University, campus, or department planning, where the materials
relate to or affect more than one employee. Of course, this exception
does not apply if such materials are, have been, or are intended
to be used in determining an individual employee's qualifications
for employment, promotion, transfer, additional compensation, or
in determining an individual employee's discharge or discipline,
as provided above.
Academic
Human Resources quick guide-check table of contents
Academic Human
Resources web site
Provost's
Communications web site-faculty and ac pro appointments, P&T,
leaves, annual reviews
Council
of Academic Professionals--a resource for academic professionals;
will investigate grievances
Campus
Administrative Manual-policies of all kinds-academic, development,
personnel, facilities, emergencies
Other
Guides and Policy Manuals
Faculty/Staff Assistance Program
- provides personal, professional, confidential assistance to all
faculty, staff, academic professionals, and their household members,
who are experiencing problems that interfere with their ability
to work or their well being
Elyne Cole 3-4523
Associate Provost and Director of Academic Human Resources
Issues resolution
Appointment Policy
GEO issues
Mary Ellen O'Shaughnessey 3-7466
Associate Director of AHR
Issues resolution/personnel problems
Sabbaticals
Unpaid leaves
Dual Career Couple Program
Debi Stone 3-6747
Associate Director of AHR
Appointment Policy
PAPE approval
Graduate assistant appointments
Sandy Jones 4-8977 Associate Director of AHR
Retirement Agreements
Tenure roll-back agreements
Notice of Non-reappointment
Peggy Clem 3-6677
Assistant to Elyne Jones
Keeps tabs on lots of paperwork, very good at referring to
appropriate personnel
|
|
