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Career Equity Review Process Reference
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| Q. |
What
is a career equity review? |
| A. |
A
career equity review (CER) is designed to examine those rare cases in
which normal personnel actions, from the initial hiring onward, may have
resulted in an inappropriate rank and step—that is, the candidate’s
rank and step may not be commensurate with his or her merit in the areas
of research, teaching, professional activity, and service. The
purpose of a CER is to recalibrate rank and step, not salary.
The
review consists of an assessment of the candidate’s overall record, not
just the accomplishments during the normal review period, using the
University’s established criteria for the requested rank and step.
However, where a significantly higher rank and step is requested, the case
will not require the demonstration of a basis for accelerated advancement
(i.e., extraordinary contributions in research, teaching and service and
exceptional promise of continued growth).
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| Q. |
Are
career equity reviews conducted separately from regular academic reviews? |
| A. |
Yes.
A CER is a separate review and not a substitute for the normal academic
review. However, the CER process occurs in parallel with your
regular, on-cycle academic review, and both are based on a single review
file, not two separate files.
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| Q. |
Who
is eligible for a CER? |
| A. |
Any
Senate faculty member (Professor, In Residence, Clinical X, or LSOE
series) at the Associate level or above, up to Above Scale, is eligible
for a CER. Faculty at the LPSOE, Assistant and Above Scale levels
are not eligible for CERs.
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| Q. |
How
do I request a CER? |
| A. |
You
must submit a written request for a CER to your department chair or dean
at the time of your normal, on-cycle academic review. If the request
is submitted to the department chair, a copy should be submitted to the
dean as well.
Your
written request for a CER must contain a request for a specific rank and
step and justification for this action. Possible justification may
include, but is not limited to, the following: 1) the cumulative
record warrants an acceleration, even though no one review period did; 2)
the rank/step was inappropriately low at the time of initial hiring; 3)
work and contributions have been overlooked or undervalued by the
department and/or other reviewing agencies.
You
must identify the specific area(s) of your record that you believe were
not previously evaluated properly, or the area(s) of the record that
indicate that you were not hired at a rank and step commensurate with your
accomplishments.
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| Q. |
What materials will my department consider in
assessing my record? |
| A. |
Since
a CER requires an assessment of your overall record, you may submit
selected publications from throughout your career that you feel support
the case for your request, as well as those from the normal review period.
Departments will consider all past file materials, including
teaching evaluations and letters from external referees, beginning with
your initial appointment at UCSD.
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| Q. |
Will the department and reviewers compare my
record to others? |
| A. |
Departments are not expected to make comparisons of
specific, individual faculty. Your department will evaluate your
entire career in order to determine whether your current standing meets a
standard of equity in comparison to faculty equal and higher in rank
and/or step.
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| Q. |
Can
a department chair or dean initiate a CER on my behalf? |
| A. |
No. You must initiate a CER with a request
to your department chair or to your dean.
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| Q. |
Can
CAP identify cases in which a CER may have been appropriate but was not
requested and recommend a CER to the department? |
| A. |
No.
You must initiate the request for a CER.
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| Q. |
If
my chair believes that my request for a CER does not contain sufficient
justification to support a review, can he or she decide not to conduct the
CER?I |
| A. |
No.
If you request a CER, this review must be conducted.
However, the department is not required to recommend the
advancement you have requested if it believes the advancement is not
justified.
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| Q. |
How is a career equity review conducted? |
| A. |
If
you submit a request for a CER to your department chair, following
departmental review the chair will write the departmental letter of
recommendation. The file will then be routed among reviewers as
required for the requested rank and step. The file will subsequently be
forwarded to the Senior Vice Chancellor, who will refer the file to CAP
for its recommendation. CAP will report its recommendation to the
Senior Vice Chancellor for final action.
If
you submit a request for a CER to your dean, the dean may recommend
someone other than the department chair to interact with departmental
reviewers and write the letter of recommendation. The Senior Vice
Chancellor must approve the dean’s selection. Further review of the file
will then proceed as described above.
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| Q. |
If
I disagree with the outcome of my CER, can I dispute or appeal it? |
| A. |
No.
The decision of the Senior Vice Chancellor is final and is not subject to
reconsideration or appeal
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| Q. |
How
many times during my career may I request a CER? |
| A. |
You
may request a CER once at the Associate Professor level, once at the full
Professor level prior to advancement to Step VI, and once after
advancement to Professor, Step VI, up to Above Scale.
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| Q. |
Are
faculty who are currently at the Above Scale level eligible for CERs? |
| A. |
No.
A request may be made for advancement to Above Scale, but since the
purpose of a CER is to address recalibration of rank and/or step, and
advancements in salary but not in rank or step are available for those who
are already Above Scale, faculty at that level are ineligible for CERs.
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| Q. |
Can
a department or file reviewers recommend a bonus off-scale salary award in
lieu of recalibration of rank and/or step? |
| A. |
No.
A bonus off-scale salary award is intended to reward some aspect of
performance during a single review period and is temporary.
Recalibration should be regarded as addressing an inequity in rank and/or
step.
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