UC DAVIS: Committed to a positive and inclusive campus culture Maureen Stanton Vice Provost – Academic Affairs September 21, 2012.

UC DAVIS:UC DAVIS:Committed to a positive and inclusiveCommitted to a positive and inclusive

campus culturecampus culture

Maureen StantonMaureen Stanton

Vice Provost – Academic AffairsVice Provost – Academic Affairs

September 21, 2012September 21, 2012

TOPICSTOPICS

• The Faculty Code of Conduct [Academic Personnel The Faculty Code of Conduct [Academic Personnel Manual (APM) 015]Manual (APM) 015]

• The Principles of CommunityThe Principles of Community

• Work Life Program and PoliciesWork Life Program and Policies

FACULTY CODE OF CONDUCT (APM 015)FACULTY CODE OF CONDUCT (APM 015)

• Part I -- Professional rights of facultyPart I -- Professional rights of faculty

• Part II – Professional responsibilities of faculty, ethical Part II – Professional responsibilities of faculty, ethical principles, and examples of unacceptable faculty conductprinciples, and examples of unacceptable faculty conduct

Expectations focus on the relationship of faculty to: Expectations focus on the relationship of faculty to: teaching & students, scholarship, the University, teaching & students, scholarship, the University, colleagues, & the communitycolleagues, & the community

• Part III -- Information on process for review of allegations Part III -- Information on process for review of allegations of misconductof misconduct

[[http://www.ucop.edu/acadadv/acadpers/apm/apm-015.pdfhttp://www.ucop.edu/acadadv/acadpers/apm/apm-015.pdf]]

APM 015 part II: Provides examples of APM 015 part II: Provides examples of unacceptable behavior in the following areas unacceptable behavior in the following areas

• Teaching and StudentsTeaching and Students

• ScholarshipScholarship

• UniversityUniversity

• ColleaguesColleagues

• CommunityCommunity

EXAMPLES: TEACHING & STUDENTSEXAMPLES: TEACHING & STUDENTS

• Failure to meet teaching responsibilities (e.g., arbitrary Failure to meet teaching responsibilities (e.g., arbitrary denial of access; failure to meet class, office hrs, denial of access; failure to meet class, office hrs, scheduled exams; unfair evaluation)scheduled exams; unfair evaluation)

• Discrimination/harassment Discrimination/harassment

• Abetting disruption, interference, or intimidation in Abetting disruption, interference, or intimidation in classroomclassroom

• Having a romantic or sexual relationship with a student for Having a romantic or sexual relationship with a student for whom you have, or should reasonably expect to have in whom you have, or should reasonably expect to have in the future, academic responsibilitythe future, academic responsibility

• Exercising academic responsibility for a student with Exercising academic responsibility for a student with whom you have a romantic/sexual relationshipwhom you have a romantic/sexual relationship

EXAMPLE: SCHOLARSHIPEXAMPLE: SCHOLARSHIP

Violation of canons of intellectual honesty, such as Violation of canons of intellectual honesty, such as research misconduct and/or research misconduct and/or intentional intentional misappropriation of the writings, research, and misappropriation of the writings, research, and findings of othersfindings of others

EXAMPLES: UNIVERSITYEXAMPLES: UNIVERSITY

• IntentionalIntentional disruption of University functions/activities disruption of University functions/activities

• Incitement of others to disobey University rules Incitement of others to disobey University rules

• Unauthorized use of University resources/facilities on Unauthorized use of University resources/facilities on a significant scale for personal, commercial, political, a significant scale for personal, commercial, political, or religious purposesor religious purposes

• Discrimination, harassment of colleagues/staffDiscrimination, harassment of colleagues/staff

• SeriousSerious violation of University policies governing violation of University policies governing professional conduct of faculty including: professional conduct of faculty including:

• research, outside professional activities, conflicts research, outside professional activities, conflicts of commitment, clinical practices, violence in the of commitment, clinical practices, violence in the workplace, & whistleblower protectionsworkplace, & whistleblower protections

EXAMPLES: COLLEAGUESEXAMPLES: COLLEAGUES

• Evaluating colleagues by criteria not directly Evaluating colleagues by criteria not directly reflective of professional performancereflective of professional performance

• Discrimination, including harassment, for arbitrary Discrimination, including harassment, for arbitrary or personal reasonsor personal reasons

• Breaching established rules governing Breaching established rules governing confidentiality in personnel proceduresconfidentiality in personnel procedures

EXAMPLES: COMMUNITYEXAMPLES: COMMUNITY

• Intentional misrepresentation of personal views as a Intentional misrepresentation of personal views as a statement of position of the University or any of its statement of position of the University or any of its agencies agencies

• Commission of a criminal act which has led to Commission of a criminal act which has led to conviction in a court of law and which clearly conviction in a court of law and which clearly demonstrates unfitness to continue as a member of the demonstrates unfitness to continue as a member of the facultyfaculty

APM 015 part III: APM 015 part III: Faculty misconduct inquiry/investigationFaculty misconduct inquiry/investigation

The review of allegations of violations of APM 015 is The review of allegations of violations of APM 015 is outlined in UCD 015:outlined in UCD 015:

http://manuals.ucdavis.edu/apm/015.htmhttp://manuals.ucdavis.edu/apm/015.htm

Informal inquiry/investigation Informal inquiry/investigation If reasonable basis exists, a formal investigation is If reasonable basis exists, a formal investigation is

initiatedinitiated Faculty investigator is appointedFaculty investigator is appointed Faculty member being investigated is informedFaculty member being investigated is informed May result in administrative or disciplinary action May result in administrative or disciplinary action

THE PRINCIPLES OF COMMUNITYTHE PRINCIPLES OF COMMUNITY

• Affirm:Affirm: dignity inherent in all of usdignity inherent in all of us right to freedom of expressionright to freedom of expression commitment to highest standards of civility & commitment to highest standards of civility &

decency towards each other decency towards each other

• Set forth ideals and expectations for campus Set forth ideals and expectations for campus interactions, including:interactions, including:

treating others with respect & civility treating others with respect & civility finding effective means to finding effective means to disagree, to persuade,

and to inform through rational discussion

[[http://principles.ucdavis.edu/ & in folderhttp://principles.ucdavis.edu/ & in folder]]

UC Davis UC Davis Academic Work-Life Academic Work-Life

BalanceBalance

Overview of current programsOverview of current programs

System-wide PoliciesSystem-wide PoliciesFML (Family Medical Leave)FML (Family Medical Leave)Part-time appointmentsPart-time appointmentsChildbearing/Parental leaves/ASMDChildbearing/Parental leaves/ASMD**Extending the tenure clock/deferralsExtending the tenure clock/deferrals

UC Davis leadership in policy enhancement UC Davis leadership in policy enhancement 2003: Provost’s Directive 03-0062003: Provost’s Directive 03-006

E.g. childbearing/careE.g. childbearing/care2006: Sloan Award (with UCB)2006: Sloan Award (with UCB)

E.g. Work-Life advisors/ other programsE.g. Work-Life advisors/ other programsOn-campus childcare and lactation programsOn-campus childcare and lactation programs

*Active Service Modified Duties

CHILDBEARING LEAVE AND ASMD*CHILDBEARING LEAVE AND ASMD*

Childbearing/care leave- first academic term

EITHER For the female faculty member who gives birth: 6 weeks

paid leave and the remainder of the qtr/semester is ASMD (APM)

OR For the female faculty member who gives birth or for the

faculty parent who has 50% or more responsibility for the newly adopted/placed child: one quarter/semester of leave (UCD)

In either case, replacement teaching funds are provided centrally for all scheduled courses during that first quarter/semester.

ADDITIONAL CHILDBIRTH/CARE BENEFITSADDITIONAL CHILDBIRTH/CARE BENEFITS An additional quarter of ASMD is provided for a faculty parent

(male or female) with 50% or more care of the child. (APM and UCD)

In this quarter, replacement teaching is generally provided for one course.

If there are two or more children born or adopted within a short time interval, then an additional quarter of ASMD (for a total of 2 quarters of ASMD) is provided. (UCD)

If both parents are faculty members, then one can have the quarter of leave and both can have a quarter of ASMD, as long as they confirm that each will have 50% or more care of the child during that time. (UCD)

• Extending the Tenure Clock: APM 133-17-hExtending the Tenure Clock: APM 133-17-h * *

Childbearing/rearing (men & women)Childbearing/rearing (men & women)

Significant illnessSignificant illness Eligible faculty need to request clock extensions Eligible faculty need to request clock extensions

within two years of the child birth/adoption within two years of the child birth/adoption

• Advancement deferrals: pre- or post-tenure for child Advancement deferrals: pre- or post-tenure for child bearing/rearing/significant illness (need to request within bearing/rearing/significant illness (need to request within 2 years of event)2 years of event)

**1 yr/birth event; 2 years max for any reason; deferral 1 yr/birth event; 2 years max for any reason; deferral requests requiredrequests required

GETTING MORE TIMEGETTING MORE TIME

FACULTY ADVISORS FOR FACULTY ADVISORS FOR WORK-LIFE BALANCEWORK-LIFE BALANCE

• Advisors are faculty volunteers, except for one free lunch a quarter.

• Faculty peers provide information about the work-life program and policies. They also serve as a sounding board for faculty who have questions about these issues.

• At present, we have 12 advisors from most but not all schools/colleges.

• All are trained about the program/policies/campus resources.

• All have either utilized the program or are strong advocates for the program.

• VP-AA meets with all advisors quarterly

• We have invited two of our advisors to share their experiences with you later this morning.

Summary of Work-Life resources and Summary of Work-Life resources and optionsoptions

• Leaves/Active Service Modified Duty (ASMD)Leaves/Active Service Modified Duty (ASMD)

• Teaching releaseTeaching release

• Extension of the tenure clockExtension of the tenure clock

• Postponement (deferral) of merits & promotion Postponement (deferral) of merits & promotion (non-pejorative)(non-pejorative)

• Ability to temporarily reduce to part-timeAbility to temporarily reduce to part-time

• Faculty Work Life AdvisorsFaculty Work Life Advisors

• ASAP- Academic and Staff Assistance ProgramASAP- Academic and Staff Assistance Program

INFORMATIVE WEB SITESINFORMATIVE WEB SITES

(http://academicpersonnel.ucdavis.edu/)(http://academicpersonnel.ucdavis.edu/)

• APM 015:APM 015: [[http://www.ucop.edu/acadadv/acadpers/apm/apm-http://www.ucop.edu/acadadv/acadpers/apm/apm-015.pdf015.pdf]]

• APM 133-17-hAPM 133-17-h: : http://www.ucop.edu/acadadv/acadpers/apm/apm-http://www.ucop.edu/acadadv/acadpers/apm/apm-133.pdf133.pdf

• Principles of Community: Principles of Community: http://principles.ucdavis.edu/http://principles.ucdavis.edu/

• Work Life Information:Work Life Information: http://academicpersonnel.ucdavis.edu/worklife/http://academicpersonnel.ucdavis.edu/worklife/

• School of Medicine Work Life Information:School of Medicine Work Life Information: http://www.ucdmc.ucdavis.edu/academicpersonnel/acahttp://www.ucdmc.ucdavis.edu/academicpersonnel/academicleaves/index.htmldemicleaves/index.html

QUESTIONS?QUESTIONS?