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UC DAVIS: Committed to a positive and inclusive campus culture

UC DAVIS: Committed to a positive and inclusive campus culture. Maureen Stanton Vice Provost – Academic Affairs September 21, 2012. TOPICS. The Faculty Code of Conduct [Academic Personnel Manual (APM) 015] The Principles of Community Work Life Program and Policies.

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UC DAVIS: Committed to a positive and inclusive campus culture

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

  2. TOPICS • The Faculty Code of Conduct [Academic Personnel Manual (APM) 015] • The Principles of Community • Work Life Program and Policies

  3. FACULTY CODE OF CONDUCT (APM 015) • Part I -- Professional rights of faculty • Part II – Professional responsibilities of faculty, ethical principles, and examples of unacceptable faculty conduct • Expectations focus on the relationship of faculty to: teaching & students, scholarship, the University, colleagues, & the community • Part III -- Information on process for review of allegations of misconduct [http://www.ucop.edu/acadadv/acadpers/apm/apm-015.pdf]

  4. APM 015 part II: Provides examples of unacceptable behavior in the following areas • Teaching and Students • Scholarship • University • Colleagues • Community

  5. EXAMPLES: TEACHING & STUDENTS • Failure to meet teaching responsibilities (e.g., arbitrary denial of access; failure to meet class, office hrs, scheduled exams; unfair evaluation) • Discrimination/harassment • Abetting disruption, interference, or intimidation in classroom • Having a romantic or sexual relationship with a student for whom you have, or should reasonably expect to have in the future, academic responsibility • Exercising academic responsibility for a student with whom you have a romantic/sexual relationship

  6. EXAMPLE: SCHOLARSHIP • Violation of canons of intellectual honesty, such as research misconduct and/or intentional misappropriation of the writings, research, and findings of others

  7. EXAMPLES: UNIVERSITY • Intentional disruption of University functions/activities • Incitement of others to disobey University rules • Unauthorized use of University resources/facilities on a significant scale for personal, commercial, political, or religious purposes • Discrimination, harassment of colleagues/staff • Serious violation of University policies governing professional conduct of faculty including: • research, outside professional activities, conflicts of commitment, clinical practices, violence in the workplace, & whistleblower protections

  8. EXAMPLES: COLLEAGUES • Evaluating colleagues by criteria not directly reflective of professional performance • Discrimination, including harassment, for arbitrary or personal reasons • Breaching established rules governing confidentiality in personnel procedures

  9. EXAMPLES: COMMUNITY • Intentional misrepresentation of personal views as a statement of position of the University or any of its agencies • Commission of a criminal act which has led to conviction in a court of law and which clearly demonstrates unfitness to continue as a member of the faculty

  10. APM 015 part III: Faculty misconduct inquiry/investigation The review of allegations of violations of APM 015 is outlined in UCD 015: http://manuals.ucdavis.edu/apm/015.htm • Informal inquiry/investigation • If reasonable basis exists, a formal investigation is initiated • Faculty investigator is appointed • Faculty member being investigated is informed • May result in administrative or disciplinary action

  11. THE PRINCIPLES OF COMMUNITY • Affirm: • dignity inherent in all of us • right to freedom of expression • commitment to highest standards of civility & decency towards each other • Set forth ideals and expectations for campus interactions, including: • treating others with respect & civility • finding effective means to disagree, to persuade, and to inform through rational discussion [http://principles.ucdavis.edu/ & in folder]

  12. UC Davis Academic Work-Life Balance

  13. Overview of current programs *Active Service Modified Duties System-wide Policies • FML (Family Medical Leave) • Part-time appointments • Childbearing/Parental leaves/ASMD* • Extending the tenure clock/deferrals UC Davis leadership in policy enhancement • 2003: Provost’s Directive 03-006 • E.g. childbearing/care • 2006: Sloan Award (with UCB) • E.g. Work-Life advisors/ other programs • On-campus childcare and lactation programs

  14. 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.

  15. ADDITIONAL 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)

  16. GETTING MORE TIME • Extending the Tenure Clock: APM 133-17-h * • Childbearing/rearing (men & women) • Significant illness • Eligible faculty need to request clock extensions within two years of the child birth/adoption • Advancement deferrals: pre- or post-tenure for child bearing/rearing/significant illness (need to request within 2 years of event) • *1 yr/birth event; 2 years max for any reason; deferral requests required

  17. FACULTY ADVISORS FOR WORK-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.

  18. Summary of Work-Life resources and options Leaves/Active Service Modified Duty (ASMD) Teaching release Extension of the tenure clock Postponement (deferral) of merits & promotion (non-pejorative) Ability to temporarily reduce to part-time Faculty Work Life Advisors ASAP- Academic and Staff Assistance Program

  19. INFORMATIVE WEB SITES (http://academicpersonnel.ucdavis.edu/) • APM 015:[http://www.ucop.edu/acadadv/acadpers/apm/apm-015.pdf] • APM 133-17-h: http://www.ucop.edu/acadadv/acadpers/apm/apm-133.pdf • Principles of Community: http://principles.ucdavis.edu/ • Work Life Information:http://academicpersonnel.ucdavis.edu/worklife/ • School of Medicine Work Life Information:http://www.ucdmc.ucdavis.edu/academicpersonnel/academicleaves/index.html

  20. QUESTIONS?

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