Mission

The Office of the Vice Provost--Academic Personnel (OVP--AP) provides leadership and oversight for the recruitment, appointment, advancement and retention of Academic Senate faculty and Academic Federation members, in accordance with university policy and procedures under the leadership of an academic Vice Provost--Academic Personnel.

OVP--AP approaches its assigned programmatic responsibilities in a manner that supports the campus philosophy regarding equal opportunity and diversity, so that the campus achieves excellence in a coordinated and accountable manner. In the spirit of shared governance and shared responsibility, OVP--AP works closely with the Academic Senate and Federation, and with staff and student organizations, to assure that campus priorities are met. A major goal is to ensure that a diverse UC Davis campus continues to grow in academic stature and quality. We strive to attain this in concert with the Campus Principles of Community.

Statement of Purpose

Accordingly, the OVP--AP provides leadership to develop and deliver programs and services, and acts as a resource in the following areas:

• Recruitment, appointment, advancement, retention and compensation of academic Senate members and Academic Federation members in accordance with University policy and procedures.

• Policy development, review, and implementation.

• Management training and advice for department chairs, deans and their associated academic appointees. This includes best-practice approaches to managing personnel, budget, space, and stewardship of resources. It also includes training on academic personnel administration for academics and staff.

• Family friendly policy issues affecting academic appointees, such as maternity/childbearing leave, career reviews, part-time status, stop-the-clock policies, and the Partner Opportunities Program.

• Alleged violations of the Faculty Code of Conduct, UC policies regarding equal employment opportunity, discrimination, and grievances filed under APM 140.

Goals

• to promote the growth of a diverse and excellent faculty at UC Davis through the development and administration of programs, policies, and procedures related to academic personnel;

• to coordinate the development of clear and unambiguous academic personnel policies and procedures which promote the highest standards of excellence;

• to ensure that the appropriate academic officials are adequately informed about policies affecting academic appointees;

• to interpret personnel policies consistently and logically;

• to develop and maintain excellent working relationships with colleagues;

• to facilitate the thorough investigation of complaints within the procedural and time guidelines proscribed by UC, state and federal policy.

Strategic Focus

We will focus on four areas to achieve the goals described above. Those include the following.

Service: survey colleagues periodically, evaluate and integrate their needs into our practices, develop continuing relationships based on mutual respect and the Principles of Community.

Training: develop and deliver appropriate training based on a best practice philosophy. Develop web-based informational resources as well as in-person workshops for deans, department chairs, academic personnel staff and faculty.

Business Practices: develop clear, unambiguous, consistent policies and efficient, user-friendly processes to implement them. Review and amend existing policies and the practices to implement them on a continuing basis.

IT Capacity: develop IT capacity to reduce redundancy in academic personnel administrative processes (recruitment, hire, change in status, advancement, retention, separation). Develop capacity to efficiently gather and evaluate data necessary to make sound decisions and produce reports for internal and external uses.