Policy issuances, 2000-2004

Effective Date APM Description



APM Section 075 on Termination for Incompetent Performance has been issued, effective February 24, 2000. The new policy which applies only to Academic Senate faculty with Tenure or Security of Employment, articulates standards for evaluating performance and provides a thorough process of review.



The Faculty Fellows Program, APM 358, provides outstanding new UC Ph.D.'s valuable experience and mentored training in teaching and research. As part of a broad effort to improve undergraduate education, this program will enable the University to lower class size and offer more courses.



Revised APM - 360-18-a and APM - 360, Appendix A, to implement the transition of librarians excluded from the bargaining unit to a new salary scale.


100, 112, 120, 130, 135, 200, 220, 230, 242, 270, 275, 280, 283, 290, 300, 310, 320, 330, 334, 335, 340, 350, 355, 360, 365, 370, 375, 380, 410, 420, 500, 510, 550, 560, 561, 600, 615, 620, 640, 661, 664, 666, 680, 690, 740, 750, 751, 752, 758, and 759

A series of technical changes have been made to these APM sections. The purpose of these changes is to update the Manual, for example, by standardizing delegations of authority, removing certain campus reporting requirements to the Office of the President, deleting outdated references, updating policy language to conform with Regents' Standing Orders and/or Presidential policy, and clarifying current administrative authority. Additionally, obsolete sections have been rescinded -- APM - 287 -- Visiting Lecturer and Adjunct Lecturer, APM - 400 -- Associate, and APM - 510A -- Special Procedures Concerning Permanent and Temporary Academic Intercampus Transfers.



Program Description -- Retirement Contributions on Academic Appointee Summer Salary


190 Appendix E

A change has been made to this section of the Academic Personnel Manual to extend the payout period from a maximum of five years to ten years for disbursements under the Salary Differential Housing Allowance Program. This extension will assist campus administrators in the recruitment and retention of faculty members by providing them greater flexibility in structuring the terms of the payout. The lengthened payout period offers the advantage of reducing the risk of losing large up-front payouts from individuals who leave University employment earlier than expected. It will also encourage faculty members to make longer-term commitments to remain at the University of California.



The revised APM - 025 is effective July 1, 2001. It provides the framework through which potential conflicts of commitment are identified and managed, while at the same time allowing faculty to engage in a wide array of outside activities without unnecessary limitations. A key provision of the policy is the requirement that faculty obtain approval before engaging in certain specified types of activities. Another key provision of APM - 025 is a requirement for faculty to file an annual report.



Revised APM - 662, Appendix B-1 and Appendix B-2 focus on regulating the amount of time devoted to additional teaching rather than on the amount of compensation earned. These revised policies are effective July 1, 2001.



Revised APM - 740-19 allows faculty to engage in compensated outside activities during sabbatical leaves to the same extent that they are allowed to do so during the academic term. The revised policy is effective July 1, 2001.



Academic Coordinators (APM 375) administer academic programs that provide service closely related to the teaching or research mission of the University, including areas of outreach with K-12 schools. As a transition measure, campuses have until July 1, 2002 to implement the revised policy and salary scales for current appointees.


015 and 016

Revised APM - 015, The Faculty Code of Conduct, and new APM - 016, University Policy on Faculty Conduct and the Administration of Discipline, have been issued effective January 1, 2002. APM - 015 sets forth professional rights of faculty, both general ethical principles for faculty and examples of unacceptable faculty conduct, and rules and recommendations for the enforcement of the Faculty Code. APM - 016 includes general policy regarding faculty discipline. It specifies the penalties that may be imposed for violations of the Faculty Code of Conduct, what types of faculty behaviors are covered under the Faculty Code, and which academic personnel are governed by the Faculty Code.


Addition of Appendix 9 - APM - 600

Academic Personnel Manual Section 600, Appendix 9, Guidelines on By Agreement Appointments for Academic Appointees, are effective immediately. These Guidelines are issued in conjunction with the UCRP service credit allocation program that began January 1, 2001 for staff employees. The program for academic employees is now in progress. The purpose of the Guidelines is to help ensure that the new provisions on retirement eligibility are not circumvented by the use of by agreement appointments when regular appointments are appropriate.


APM - 035

The University of California Nondiscrimination and Affirmative Action Policy Regarding Academic and Staff Employment and Nondiscrimination and Affirmative Action Policy Statement for University of California Publications Regarding Employment Practices have been revised to add a new group of veterans ("recently separated veterans") covered by nondiscrimination and affirmative action requirements, to conform with an amendment to the Vietnam Era Veterans' Readjustment Assistance Act. APM - 035 (Affirmative Action and Nondiscrimination in Employment) has been updated to conform to the Presidential policies.


APM - 135, 210, 285

Academic Personnel Section 285, Lecturer with Security of Employment series, a revised APM 210-3, Instructions to Review Committees, and a revised APM 135, Security of Employment.

The Lecturer with Security of Employment series is designed to meet the long-term instructional needs of the University which cannot be best fulfilled by an appointee in the regular professorial series or a temporary Lecturer appointment. APM-210-3 contains instructions to committees which review appointments in the Lecturer with Security of Employment series. APM-135 outlines the policy which applies to security of employment.

On July 18,2002, the Regents approved a revised Standing Order 105.1, which extends Academic Senate membership to full-time Lecturers with Potential for Security of Employment and full-time Senior Lecturers with Potential for Security of Employment. Academic Personnel Manual section 285 incorporates these changes.


APM - 190, Appendix A-1 and A-2

The University of California Policy on Reporting and Investigating Allegations of Suspected Improper Governmental Activities (Whistleblower Policy) and the Policy for Protection of Whistleblowers from Retaliation and Guidelines for Reviewing Retaliation Complaints (Whistleblower Protection Policy) have been revised to implement the amended California Whistleblower Protection Act. The revised Presidential policies are effective October 4, 2002. They have been added to the Academic Personnel Manual as APM - 190, Appendix A-1 and Appendix A-2, respectively. These policies replace APM - 190, Appendix A (Policy and Procedures for Reporting Improper Governmental Activities and Protection Against Retaliation for Reporting Improper Activities).


APM - 137, 140, 145, and 150

APM - 137 is a new policy that defines and articulates conditions of employment for non-Senate academic appointees with term appointments, except those covered by an MOU. It also sets forth standards and due process procedures that govern the non-reappointment of this group.

Revised APM - 140, 145, and 150 apply to non-Senate academic appointees, who are not covered by an MOU. Revisions to APM - 140 provide for a clearer and more timely grievance process. Revisions to APM - 145 set good cause standards for instituting layoff and involuntary reduction in time and clarify procedures for grieving layoff decisions. Revisions to APM - 150 clarify good cause standards and procedures for instituting corrective action or dismissal.


APM - 715

Revised APM - 715 extends family and medical leave coverage to academic appointees who need to care for a seriously ill domestic partner. Additionally, "leave year" has been changed to "calendar year" to conform with existing University policy.

Effective 7/1/03

APM - 390

Technical changes to APM - 140, 145, 150, 710 and 730

APM Section 390 (Postdoctoral Scholars) has been issued, effective in two stages, July 1, 2003 and January 1, 2004 or as soon as possible thereafter. The new policy, which applies to postdoctoral scholars who are employees and to those who are funded from fellowships or traineeships, covers terms and conditions of appointments, including provisions on terms of service, salary/stipend, appointment notification, annual reviews, grievance procedures, time off, and various leaves. Also included as part of the policy is an appendix consisting of transition guidelines and certain "grandfather" provisions for current appointees.

Technical changes to APM - 140, 145, 150, 710 and 730 (excluding postdocs from those policies) have also been issued effective July 1, 2003.


APM - 015

Revised APM - 015, the Faculty Code of Conduct, has been issued effective July 24, 2003. Revised Part II, Section A, sets forth ethical principles and unacceptable conduct with regard to faculty members engaging in romantic or sexual relationships with students. The revised policy prohibits a faculty member from entering into a romantic or sexual relationship with any student for whom a faculty member has, or should reasonably expect to have in the future, academic responsibility (instructional, evaluative, or supervisory). The revised policy also prohibits a faculty member from exercising academic responsibility (instructional, evaluative, or supervisory) for any student with whom a faculty member has a romantic or sexual relationship.


APM - 310

Revised APM -310 emphasizes that appointees to the Professional Research series are equivalent to ladder-rank faculty in research.


APM - 311

New APM - 311 adds the Project (e.g., Scientist) series as a new research series for appointees who make significant and creative contributions to a research program. Appointees are not required to carry out independent research.


APM - 620-14

Revised APM 620-14 adds the Professor of Clinical (e.g.,Medicine) series and the Project (e.g., Scientist) series as eligible for off-scale salaries.


APM - 010

Revised APM - 010, Academic Freedom, has been issued effective September 29, 2003. This new statement on academic freedom for faculty supersedes the previous APM - 010. The policy is based on the traditional cornerstones of academic freedom - freedom of inquiry and research, freedom of teaching, and freedom of expression and publication. The policy establishes that faculty have primary responsibility for articulating the professional standards by which academic freedom may be sustained.

This new policy does not seek to change in any way the authority of the Board of Regents to govern the University of California, or the responsibility of the Administration to perform its appropriate role in governance. The policy is intended to be read in conjunction with APM - 015 (Faculty Code of Conduct) and with The Regents' 1970 policy on academic freedom. Although this new policy applies to the University's faculty, its issuance does nothing to diminish the rights and responsibilities enjoyed by other academic appointees.


APM - 740

Among other changes, this policy has been revised to allow a faculty member as an exception to policy to substitute significant University service for some or all of the teaching requirement for a sabbatical in residence, and to allow a recipient of sabbatical leave at less than full salary to receive additional compensation from another university.


APM - 758

This policy has been revised to provide the option of administrative leave in lieu of sabbatical leave.


APM - 035

The University of California nondiscrimination policies, including APM - 035 on Affirmative Action and Nondiscrimination in Employment, have been revised effective January 1, 2004, to clarify that discrimination on the basis of gender identity and pregnancy is prohibited. The changes incorporate the addition of "gender identity" as a protected status under the California Fair Employment and Housing Act. Discrimination on the basis of pregnancy is included within the category of discrimination based on "sex." The term "pregnancy" has been added to these notices to facilitate understanding of University policy in this regard.


APM - 137

Revised Academic Personnel Policy 137, Non-Senate Academic Appointees/Term Appointment, has been issued effective August 1, 2004. Section 137-30-c has been corrected to provide that under the conditions specified the University may decide not to renew a term appointment on the basis of an appointee's conduct or performance.


APM - 390, Appendix A

Revised APM - 390 updates Transition Guidelines (Appendix A) by changing timeline for implementation of postdoctoral benefits plans and adjusts current postdoctoral scholars' eligibility to switch from current to new benefits plans.


APM - 035, Appendices A1 and A2

The University of California Policy on Sexual Harassment and the associated Procedures for Responding to Reports of Sexual Harassment, which cover all members of the University community, have been issued effective December 14, 2004. The policy and procedures have been added to the Academic Personnel Manual as APM - 035, Appendix A-1 and Appendix A-2, respectively. The policy and procedures supersede the Policy on Sexual Harassment and Complaint Resolution Procedures issued on April 23, 1992.