Frequently Asked Questions (FAQs) Concerning the Personnel Review Process for
Professional
Researcher Titles at UC Davis
I. Introduction: FAQ Aims
II. Terms, Abbreviations and Definitions
III. FAQs for Each Academic Federation (AF) Title Series
IV. Managing Data for Your Personnel File
V. Quick Reference Guide to AF Personnel Information
1. As a Professional Researcher, where do I find information on the personnel review process for my series?
Academic Personnel procedures are outlined in the Academic Personnel Manual (UCD 220 and UCD 220AF). The review process is summarized in the Delegation of Authority Chart. For all academic titles, the Vice Provost-Academic Personnel sends an Annual Call to the deans which is updated and issued after the end of each academic year. It outlines information on changes in the APM and a timeline for submitting documentation for merit and promotion dossiers to the office of the Vice Provost--Academic Personnel. Since these actions must pass through the deans’ offices, each dean provides his/her deadlines for specific types of actions. The Annual Call, APM, and Delegation of Authority Chart are available on the Vice Provost- Academic Personnel webpage. Professional Researchers should review the specific criteria for advancement outlined in APM 310.
Professional Researchers who directly supervise the independent study and research of students enrolled in variable-unit courses such as 199/299 or 190C/290C are eligible for appointments as Lecturer WOS. The teaching performance of Professional Researchers holding this appointment will be reviewed according to the teaching requirements for Lecturers (MOU: Article7b, D, and E).
2. What is the normal time between merit and promotion reviews, i.e., how often will I be reviewed?
The normal period between merit reviews is two years at Assistant rank
and Associate Steps I-III, and three years at Associate Step IV-V and
full Professional Researcher rank. Promotion to the Associate rank entails
a career review of the period since apopintment to the Assistant rank
in the series. Promotion to full Professional Researcher rank entails
a review of the whole period spent at the Associate rank. The specific
salary range and years at rank/step are listed on the University-wide
Academic Salary Scales, Tables
15 and 16
for the Professional Research series from the Vice Provost-Academic Personnel
web page.
3. When will I be notified that I am up for a merit or promotion
review and that I am expected to prepare a dossier?
In the spring/early summer each dean's office sends to department/program
chairs a list of individuals who are eligible to be reviewed for merit
and promotion during the next academic year. The Chair (or his/her delegate)
then notifies each eligible individual. Due dates for dossiers span the
period November to April, and the specific dates for file submission to
the office of the Vice Provost--Academic Personnel are listed in the Annual
Call. For redelegated actions, due dates are set by the deans.
4. On what criteria will my work in the review period be evaluated?
As specified in APM
310-10, a Professional Researcher is evaluated on the following criteria:
• Research qualifications and accomplishments equivalent to those
for the Professor series
• Professional competence and activity equivalent to those for the
Professor series
• University and/or public service
(An Assistant Professional Researcher is not required to participate in service activities. An Associate Professional Researcher and a full rank Professional Researcher are expected to engage in University and/or public service such as service on research review boards).
An appointee in this series must demonstrate continuous and effective engagement in independent and creative research activity of high quality and significance, equivalent to that expected of the Professor series. Proposed merit increases and promotions in the Professional Research series shall be reviewed with the same rigor accorded to proposed merit and promotions in the Professor series. See APM 210-1.
5. Specifically, what is in the dossier and who puts it together?
Departments often have a designated staff member who works with the chair and the candidate in assembling the dossier. The candidate’s performance in each of the designated criteria in question # 4 (research/creative activity; professional competence and activity, and university and public service) will be described by the candidate, either in an informal letter to the Chair or in a formal Candidate's Statement (UCD 220-IV F. 2) that can be included in the dossier. The candidate’s Annual Report of Professional Activities can be very helpful in assembling professional achievement and public service information for the dossier.
The chair writes the department letter (APM 220AF, exhibit C) based on information on the candidate’s performance in the above categories as judged by information supplied by the candidate, the opinion of the approved Peer Group, and supporting documents (e.g. publications, etc.), The letter is a summary of the departmental evaluation of the candidate’s record, the results of the vote of the approved Voting Group, and a recommendation for or against the advancement. For promotions, a list of all of the external reviewers solicited is also included, with notation as to whether they were suggested by the candidate or the department, and whether they responded. This list is a confidential document and is therefore not reviewed by the candidate. Their confidential letters are part of the dossier voted on by the department voting group and submitted as part of the dossier going forward. Only redacted copies of these letters are shared with the candidate.
The dossier also includes a signed Candidate's Disclosure Certificate,
a position description, a list of service activity, a list of contributions
of jointly authored works, and a list of grants, honors and awards, if
any. Refer to the Checklist
for Merits and Promotions for Professional Research on the Vice Provost-Academic
Personnel web page.
6. How is the performance record documented and prepared for evaluation?
The performance record is assessed for each title series according to
the candidate’s position description as incorporated in the criteria
listed above. Documentation (supplied by the candidate or the department)
is needed to support performance descriptions in each category, and it
can consist of the following:
Research Accomplishments:
• List of publications in the standardized format (See UCD
220 Exhibit C: Guidelines for Preparation of Publication and Other Creative
Efforts Lists) and letters of acceptance of articles that are in press;
• Brief description of each publication which details the candidate’s specific role in each article (if multi-authored) along with the roles of the other authors.
• List/describe research/creative activity presentations (i.e., talks/posters at meetings, exhibitions, etc.);
• List of any reviews of the publications or presentations;
• List/description of any grants supporting the research (i.e., name of Principal Investigator and all co-investigators, title of grant, amount of funding, inclusive dates, and a brief description of the purpose of the grant and the role of the candidate).
• If you wrote a significant portion of a large ‘interdisciplinary’ grant (i.e. someone else is P.I.) and that segment of the grant supports a significant portion of your research, then describe your participation in both the grant writing and the research project and relate them to the whole project.
Professional Competence and Activity:
Participation in activities specifically related to one’s discipline/expertise: If the candidate uses his/her expertise to further the related goals of the University, a government agency, a public organization/association, consumer/agricultural group etc., these activities constitute examples of professional competence:
• List any professional (discipline) society memberships you hold
and describe any offices you hold in those organizations, or activities
you have participated in, such as chairing a session at a research meeting
or giving a plenary lecture, etc.;
• List any service as an editor or editorial board member of a scholarly
journal;
• Describe other activities you have participated in for a research
society or journal, such as writing an invited review article; organizing
a research meeting/symposium, etc.
University and/or Public Service:
University Service: Participation in the governance
of the university,
maintenance of its facilities, provision of services to its faculty and
students,
such as:
• Committee assignments (department, college, AF, Graduate Group,
campus, systemwide) with inclusive dates and with candidate’s role
• Chairing a committee
• Overseeing a departmental facility
• Managing a departmental website.
Public Service: Participation in local/state/federal programs, review panels and committees where the candidate’s expertise is needed, or in public organizations related to the candidate’s discipline, such as:
• Government committee (review panels, study sections, advisory
committees, etc.);
• Briefing legislative staff, etc.
• Testifying at bill hearings, etc.
7. Are awards, prizes, and commendations considered in the merit or promotion review?
Yes. They should be fully described in the department letter and the Candidate’s Statement. A list of honors, awards and prizes is also included as part of the dossier. Letters of thanks/appreciation for service to the University, the government, a research society, etc., while not included in the dossier, can be discussed in the department letter as indicators of the impact of the candidate’s service. Awards for teaching should be described under the Teaching category.
8. Once the candidate, or the department, assembles all of the
above information, how is it presented in the dossier?
The candidate may send the above information described in questions #5, 6, and 7 to the chair with/without further commentary; or, he/she may senda Candidate’s Statement (UCD 220-IV F.2). This information sent by the candidate is to be used by the Chair in writing the Department letter. The Candidate’s Statement would also be considered by the Peer Group and the Voting Group and may optionally be included in the dossier that goes forward for review outside the department. The following examples describe the kinds of information which may be included in the Candidate's Statement, the Peer Group Report, and the Department letter.
Candidate’s Statement (UCD220-IV F.2): Each candidate may include a personal statement in the file (up to 5 pages), describing their perspective on any or all aspects of their accomplishments during the period of review. Although optional, this is the opportunity for the candidate to describe: significant accomplishments during the review period; philosophy of service; and any unusual circumstances, both good and bad, that have affected performance in the various areas. For example:
• Research: Description of the significance of the research, any
unusual problems which had to be overcome, or any breakthroughs which
pushed the research forward; description of any new grants which have
been obtained and whether they support the previous projects, or whether
they are starting a new area of research;
• Explanation of the significance of any awards or honors received
during the review period;
• Description of any difficult, time-consuming, or particularly
noteworthy committee assignments; or, a description of any new committee
assignment that could be considered a significant career asset.
Peer Group Report (Optional inclusion in dossier): The Peer Group which was specifically selected according to the department plan, reviews the written materials, evaluates the candidate’s performance, and advises the department on the merits of the personnel action.
Department Letter: The letter is written by the Chair
(or a designated senior faculty member) and reflects the department’s
views (not merely the Chair’s views) of the adequacy of performance
of the candidate -- i.e., whether he/she meets departmental expectations
and goals in the various areas of responsibility. In addition to the analysis
of work performance (i.e. research, professional competence, and university
and public service), the letter may include the views of the departmental
members reviewing the dossier, as well the official vote, i.e., that of
the approved Voting Group; it includes the number of yes, no, and abstention
votes, and any reasons expressed for the no or abstention votes. There
are sample departmental
letters at UCD 220AF Exhibit C.
9. When are extramural letters needed?
For promotions, for merit advancement to full Professional Researcher, Step VI, and for merit advancement to Above Scale, evaluation of the quality of the work or service is sought from extramural contacts that would have the expertise/knowledge to provide an objective evaluation of the candidate’s accomplishments during the period of review. Such external reviewers could include administrators of government programs or agencies with whom the candidate has interacted, scientists or other experts in the field, faculty at other universities who have worked on similar programs, etc. Letters can be requested from faculty on other UC campuses, particularly from people holding comparable positions who are familiar with the candidate’s work. The candidate provides the chair with a list of extramural reviewers and their qualifications to serve as reviewers. The chair, sometimes after consultation with senior members of the department, generates another list that is not revealed to the candidate. The chair then selects names from each list and solicits the letters. The combined list of reviewers who were contacted is included in the dossier with notation as to whether the names were suggested by the candidate or the department and a notation for a “decline to write”. The confidential letters in response to the solicitation are added to the file by the Chair. Since they are confidential documents, the candidate will be shown redacted copies.
10. How many extramural letters are needed? What is meant by “arm’s length” reviewers?
A minimum of five letters are expected to be included in the review dossier.
Departments will solicit letters from more than five individuals to ensure
they are able to receive five responses. “Arm’s length”
means reviewers who are qualified to evaluate the work, but have no personal
connection with the candidate -- e.g., they are not a recent (i.e. not
in the last 5 years) mentor, collaborator, or advisor. This assures that
reviewers do not have a conflict of interest. Campus reviewers will look
to see if the extramural referees:
• Are well known/respected in their field;
• Are at least of a rank comparable to the position being sought
if they are university employees;
• Discuss the impact of the candidate’s research or service;
• Consider the candidate’s career to be on an upward trajectory;
• Discuss the context in which they have known the candidate (below
their signature line).
11. What supportive documentation is appended to the dossier?
The following types of documents in support of research efforts are to be submitted in a separate envelope or box along with the dossier:
• Copies of all research publications in the review period, including articles, books, abstracts, reviews, critiques, etc. related to the candidate’s position description;
• Other written evidence of activity related to the candidate’s position description, such as manuals, textbooks, etc.
12. Does the candidate see the department letter?
Yes. The candidate must be provided an opportunity to review the materials before they are reviewed by the Voting Group. The department letter, which contains the departmental vote is also provided to the candidate before the file goes forward to the dean’s office for review. This gives the candidate an opportunity to alert the chair to any factual errors.
13. What can the candidate do if he/she doesn’t agree with the department letter?
Although the content of the letter is not negotiable, the candidate should alert the chair to factual errors. After these errors are corrected, the candidate can write a rebuttal if he/she still disagrees with the department’s recommendation or wants to clarify statements made in the letter. Any rebuttal letter must be submitted within 10 calendar days from the candidate’s receipt of the departmental letter and his/her signature on the disclosure form (indicating that he/she has read the file and certifies that it is complete and factually correct). A rebuttal may be sent directly to the Dean or Vice Provost-Academic Personnel if the candidate does not want to submit it via the Chair.
14. What is the Candidate’s Disclosure Certificate?
This is a standard form which the candidate reviews and signs, verifying that he/she has seen the non-confidential content of the file and that it is complete and free of factual error, and also that a summary or redacted copy of confidential materials has been provided.
15. In summary, what documents are in the dossier, or appended to it, when it leaves the department?
The Professional Researcher candidate can use the ‘Checklist for Merit or Promotions’ form on the Vice Provost-Academic Personnel web site under ‘Forms and Checklists’ to determine whether they have included all the necessary information in the file. The Candidate’s Disclosure Certificate is also on the Vice Provost’s website (Forms and Checklists). The following is a list of the information that should be included in the dossier.
Dossier Inclusions:
Department Letter (including: the vote)
Candidate’s Disclosure Certificate
Candidate’s Statement (optional)
Position Description
List of service activity (for Associate and full Professional Researchers)
Complete list of publications and explanation of candidate’s role
in multi-authored articles
List of grants, honors, and awards
List of invited extramural reviewers (for promotions)
Extramural reviewer letters (for promotions)
Peer Group Report (optional)
Appended Materials (To be returned to the candidate):
Publications (published or in-press)
1. What is the dean’s letter?
After the dossier leaves the department, it goes to the dean’s
office. For actions that are redelegated to the dean for final decision,
the Joint Academic Federation/Senate Personnel Committee (JPC)
evaluates the dossier and appended materials and makes a recommendation
on the action. The JPC writes comments regarding their evaluation of the
candidate’s performance and makes a recommendation to the dean regarding
the advancement. This recommendation then goes to the dean for approval
or denial. In general, the dean writes comments only if he/she disagrees
with the recommendation of the JPC.
If the action is not redelegated, the dean (or Associate Dean for Academic Affairs/Personnel) reviews the entire documentation and writes a letter of support or non-support for the action. The dean’s letter becomes part of the file that then goes forward for further review by the JPC and then to the Vice Provost-Academic Personnel for approval or denial.
2. What is the process by which dossiers are reviewed, how long does it take, and who does it?
The process is summarized in the Delegation of Authority Chart for each title series.
• Department: Once the dossier has been assembled it is reviewed within the department. A Peer Group will review the file and provide evaluative comments to the voting members of the department (i.e., the Voting Group). The latter will review the entire file, including the Peer Group comments and vote on the action. For those Professional Researchers with teaching responsibilities: AS and AF votes are tallied separately and reported in two separate department letters (However, only one letter needs to include a detailed evaluation/discussion about the candidate’s performance unless the views of the AS and AF voters differ). In addition, the chair may include comments from the peer group review. The complete dossier is then forwarded to the dean.
• Dean/Associate Dean: If advancement
is a redelegated action, the Dean’s Office sends all of the materials
to the JPC for review and recommendation. The dean makes the final decision
after reviewing all the information, including the recommendation of the
JPC. In the case of non-redelegated actions, the dean reviews the materials
after receipt from the department, evaluates the record, and makes a recommendation
(with justification) that is added to the materials sent forward to the
office of the Vice Provost-Academic Personnel.
• Vice Provost-Academic Personnel: All
materials are sent to the JPC committee, the members of which evaluate
the materials and add their written recommendation to the file. All of
these materials are then reviewed by the Vice Provost, who makes the final
decision based on all the information in the file.
• Process/Time-Frame: The length of time the process takes varies with the complexity of the review. Staff check the file at all stages (Department, Dean’s Office, and Vice Provost’s Office) to ensure that all necessary documents are included and that the correct processes have been followed; every effort is made to expedite the file through the process. While redelegated merit actions may need only a few months to reach the dean’s office for final approval, non-redelegated promotion actions, which have to be reviewed by both a personnel committee and the Vice Provost-Academic Personnel after they leave the dean’s office, may take several additional months. Most actions are completed by the end of the academic year (June 30th). Any that are not, but met the deadline leaving the department, will be completed in the summer or early fall; actions will be effective retroactive to July 1st.
3. What personnel committee has responsibility for reviewing Professional
Researchers?
Professional Researchers’ dossiers are reviewed by the
Joint Academic Federation/Senate Personnel Committee (JPC).
REVIEWER’S CONCERNS:
The following topics are typical of the concerns of the various reviewers (i.e. Peer Group, Department Chair, Voting Group, Dean, Personnel Committee, Vice Provost-Academic Personnel) who will evaluate the file.
RESEARCH/CREATIVE ACTIVITY:
1. What is meant by 'research or creative activity'?
In the APM, 'research' usually refers to scholarly investigative endeavors,
while ‘creative activity’ usually describes activities in
areas of the humanities and the arts, such as music composition/performance,
theater and dance, creative writing, etc. Evidence submitted to document
achievements in the ‘research’ category is usually publication
of the results in articles or books; documentation of ‘creative
activity’ may include publications, as well as recordings, works
of art, videos, etc.
2. Does the publication list have to be arranged in any particular
format?
Yes. See UCD 220
Exhibit C: Guidelines for Preparation of Publication and Other Creative
Efforts Lists. The categories of the bibliography are prescribed in
the APM, and it generally separates items into published and in-press.
Abstracts, reviews, and reports having limited distribution are listed
separately. It also prescribes the format of the bibliographic entries.
Researchers who co-author publications are required to describe their
role in each publication (idea, development, bench-work, data analysis,
writing, etc.) as well as give a description of co-authors -- i.e., are
they undergraduate, or graduate students, postdoctoral fellows, staff,
faculty colleagues . The list of publications must also indicate which
articles were peer-reviewed. Although work that is submitted or in preparation
may be listed, only work that is published or in-press by December 31st
is considered, unless the action is a promotion in the 8th year of service.
3. How do reviewers evaluate your contribution to a project when
there are multiple authors on the papers?
The department letter should evaluate the candidate’s research with
respect to its quality, its impact on the field, who participated in it,
and the candidate's specific role. As stated above, the candidate should
include a list of statements with the publication list that explains his/her
role in each study, who the co-authors are, and who the primary (or corresponding)
author is on each paper, if it is not the first author.
4. How do reviewers evaluate the research/creativity category?
Are both quality and quantity (i.e., productivity) evaluated?
All reviewers consider both quality and quantity to be important. Quantity
during the review period, i.e., productivity, is evaluated, but the minimum
level of productivity expected will vary by department and discipline,
and the department letter should discuss if productivity meets the departmental
norm. Quality is judged by the importance and the impact of the work.
Some of the factors used to judge impact are:
• Venue where work is published; i.e., high quality, peer-reviewed
journals, and highly respected presses for books;
• Citations, i.e., where and how many. Whereas citations in journal
articles are important indicators of the timeliness and impact of a work,
citations in reviews, monographs and textbooks are important indicators
of a candidate's national or international reputation and they often put
the research into perspective with regard to a whole field;
• Critiques of the work;
• Invitations to present the work at prestigious meetings
5. How do reviewers evaluate independence?
Independence in research/creative activity is an important criterion for
merit and promotion of Professional Researchers. A candidate must show
that he/she has established a productive research program at UC Davis,
as opposed to simply a continuation of research associations with previous
training programs or colleagues. The candidate must also show that he/she
has a cohesive program of research, rather than a mere collection of unrelated
papers. Although collaboration with colleagues is encouraged, reviewers
will look to see if:
• The candidate's contribution to the body of work is distinct and
is clearly associated with his/her name by other scientists;
• The candidate is sole, first, or corresponding author on a significant
number of the papers;
• The candidate is the Principal Investigator (PI) on funding of
a significant number of the projects in his/her program.
6. What are the specific research criteria used by reviewers to
evaluate the work of those in the Professional Research series?
The Professional Research series is used for appointees who engage in independent research equivalent to that required for the Professorial series. Thus, the standard used by reviewers for Professional Research appointees is the same as that used for evaluating the research of Professorial appointees (APM 220) including the necessity for ‘great distinction and recognition nationally or internationally for scholarly or creative achievement’ at the level equivalent to full professor. Appointees are expected to be Principal Investigators and have major responsibility and leadership for their research programs.
7. How do reviewers evaluate the quality of the journals in which
you publish? Are online publications acceptable?
Journal quality is important, and it is definitely considered by reviewers.
In some departments, the department letter lists the most important journals
in their field ('top tier') or discusses the relative qualities of the
most common journals in their field. There are also rating services which
assign “impact factors” to journals, which some reviewers’
use (however, impact factors refer to the journals, not specific articles,
and hence have limited value). Publications like Citation Index determine
the frequency of reference to the candidate's work.
In a number of fields, online publication is as important as print journal
publication and some research societies have established competitive online
journals. Whether or not it is peer-reviewed however, is the important
factor for both print and online publication.
8. Does it matter if you have national funding (e.g., NIH, DOD,
NASA, NSF, NEA, AHA, etc.) as opposed to campus or local funding? Can
you be promoted if you have no grant funding? Do you have to be PI (i.e.,
Principal Investigator) on a grant to get promoted?
The first priority is to have the funding you need to support the studies
you propose to carry out, regardless of whether it comes from campus,
regional, or national sources. Funding, regardless of source, buys the
goods and services you need to do the experiments, gather the data, or
create the artwork. With regard to national vs. local funding, reviewers
look on national funding as not only providing the money to do the studies,
but also providing some assurance that a national standard of review has
been met; i.e., when a federal grant application undergoes review it is
usually by a national panel of experts. The same can be said about being
PI. Although you may have more than enough money as a co-investigator
on grants, being PI implies that you have the stature and ability to oversee
the whole project and its quality; i.e., you have leadership skills and
have established an independent research program.
If you need grant money to carry out the studies and you have none, you
are not likely to be promoted. If you don't need money to carry out your
program of research/creative activity (i.e., you can be productive without
grants), then grantsmanship should not be an issue in the promotion review.
Many departments, however, view grant/fellowship money not only as support
for the research and validation that the candidate has a national audience,
but also as support for graduate students. Some departments look on the
lack of grants as a serious failing - - i.e., a lack of concern for the
department and its ability to attract and support graduate students. Since
this opinion about grant funding varies across the campus, new AF members
with research responsibilities should be sure they understand the expectations
of their own department and school/college with regard to grant funds
by discussing this with the department chair or a senior faculty member.
PROFESSIONAL COMPETENCE AND ACTIVITIES:
1. What kinds of professional activities are usually engaged in
by Professional Researchers?
The candidate's professional activities should be evaluated for evidence of achievement and leadership in the field and of demonstrated progressiveness in the development or utilization of new approaches and techniques for the solution of professional problems. Examples of the types of professional activities that are common include reviewing articles, grant proposals, books; membership on editorial boards and on professional society committees; organizing symposia; and other such activities that give Professional Researchers opportunities to use their research expertise and leadership skills. Invitations to work with professional groups may also indicate that one's research or creative work is recognized and valued nationally and/or internationally.
See: Joint Personnel Committee (JPC) Views & Tips for Project Scientists (PowerPoint Presentation) for comparison of criteria for Professional Research, Project Scientist and Specialist series.
SERVICE: UNIVERSITY AND PUBLIC:
Service is assessed in two categories: that performed for the university
and that for the public sector.
1. What are typical examples of university service expectations
for Professional Researchers?
University service includes participation in Academic Federation, department, college, graduate group, campus, and systemwide committees. In addition to committees, other service activities include: mentoring junior AF members, managing a departmental web site, overseeing/sponsoring department activities, overseeing departmental equipment or facilities, using one's expertise to solve a problem for the department or college, etc.
2. Are some activities more important than others, i.e., do reviewers
give more weight to some activities?
Yes. Reviewers recognize that there are hierarchies of activities and
that the most important assignments are those requiring lots of time,
effort, and/or expertise. Specific credit is given for extraordinary activities
like chairing committees/panels/societies/public service organizations,
acting as an expert witness, editing a journal, representing the university,
organizing a scientific congress, giving invited lectures or keynote addresses,
advising federal, state, or foreign governments, advising other colleges,
universities, or foundations, etc.
1. What special review considerations apply to the Professional Research Series?
For specific procedures see APM 220 AF. In addition to normal merit and promotion actions, the Academic Personnel Attribute Chart summarizes other types of actions which apply to this series. Professional Researchers are eligible to be considered for the following:
Acceleration: Acceleration is a merit or promotion action that occurs prior to eligibility for normal advancement; i.e., the candidate can be considered for review if the record of performance has been exceptionally strong in at least one major aspect of the candidate’s position description since the last advancement and there was at least normal progress (i.e., very good to excellent) in all other categories. Accelerations are not granted if any component of the record is below expectation. All AF series are eligible to apply for accelerations, but the series, rank, and the number of steps to be skipped determines if the action is redelegated or not. See Delegation of Authority:
Five-year review (UCD 220, II.B): All Professional Researchers must be reviewed at least once every five years. This review occurs during the fifth academic year since the last review. This policy ensures that the performance of every member of the title series is appraised at a regular interval.
Eight-year Limit: (APM 310-17 C.1). Generally, appointees at the assistant rank may serve at that rank no more than a total of eight years. For example, an Assistant Researcher who has completed eight years of service in that title, or in that title in combination with a Visiting Assistant Research title shall not be continued after the eighth year unless promoted to the Associate rank for their title series or transferred to another title series without an 8-year limit.
APM 760-30 rules regarding extension of the clock past eight years apply to the Professional Research Series.
Appeal: A candidate has the right to appeal his/her denied personnel action within 30 calendar days of notification of denial, by submitting an appeal letter via the Chair, to the Dean (for redelegated actions) or the Vice Provost-Academic Personnel (for non-redelegated actions), addressing each of the specific criticisms which led to the denial recommendation by the reviewer(s). Those which are sent to the Vice Provost-Academic Personnel are referred to the original AF personnel committee (JPC Committee) for re-review. (See: Delegation of Authority).