Campus CALL Information

Summary of Eligibility

Assistant Professors

Eligibility for Review
Assistant Professors may not defer reappointment reviews. A merit or salary increase for an Assistant Professor may become effective before the end of the current two-year term, and such advancement shall mark the beginning of a new term of appointment. Refer to CAPM 400.220 for details.

Qualifying Service
APM 200 provides information regarding normal periods of service at rank and step. In addition, APM 200-19b states, "An academic year appointee who has served one quarter or less in any academic year will not receive service credit for that year." Periods of leave may impact both eligibility for review and time counted toward the 8-year limit. See APM 133-17.g.3 and APM 760 for additional information or contact your Divisional Academic Personnel Coordinator.

Limitations on Off-Scale Salaries (CAPM 803.620)
Any merit or salary increase should be recommended in accordance with the campus policy on off-scale salaries.

Denial of Advancement
If a review results in reappointment only (i.e., denial of advancement in step or salary), the faculty member will not be placed on the CALL again until another interval of the standard years at step has been served (typically two years unless a review for promotion is required). Should candidates choose to put themselves forward for the same review before this interval has passed that action in and of itself would not constitute an acceleration since the normal time at step has already been served and the material submitted in the prior review was not previously rewarded with any type of advancement. In either event, the subsequent review period would commence with the last positive advancement in step or salary (e.g., for an assistant professor who put themselves forward for a merit increase to Step 4 after serving one additional year at Step 3, the review period would be three years instead of two years). See CAPM 400.220.9.c.2.

Mid-Career Appraisal (CAPM 408.220)
A mid-career appraisal is usually conducted during the fourth year of service. Normally, the timing of the appraisal occurs in conjunction with a reappointment and merit review. In cases where the CALL action is mid-career appraisal only, consult with your Divisional Academic Personnel Coordinator to consider requesting an exception to conduct the appraisal review during the fifth year.

Overlapping Step for Assistant Professors (CAPM 407.690)
Assistant Professor, Step 5, is an overlapping step (Step 6 is not used on the Santa Cruz campus). While advancement to tenure is considered normal after two years at Step 4, many faculty now enter the professoriate at steps above Step 1 and may require additional time to generate the necessary record to support a positive tenure decision. A merit to Step 5 may be recommended if the new material in the file subsequent to appointment or last advancement is not sufficient to warrant promotion but clearly indicates accomplishments sufficient to warrant a merit increase.

A maximum of two years of service at Assistant Professor, Step 5, may count "in lieu" of service at Associate Professor, Step 1. In those instances of service at Assistant Professor, Step 5, followed by service at Associate Professor, Step 1, the normal period of combined service is two years. Service in excess of two years at Step 5 will not count in lieu of service at the Associate Professor rank. Normal promotion from Assistant Professor, Step 5 with less than two years of service will be to Associate Professor, Step 1, with time served as Assistant Professor, Step 5 counting in lieu of service in calculating eligibility for merit to Associate Professor, Step 2.

Reappointment and Salary Increase In Lieu of Merit for Assistant Professor, Step 5:
A faculty member at Assistant Professor, Step 5, with less than seven years (19 quarters) of service will not automatically be placed on the CALL for promotion to tenure. Instead, the CALL action will be reappointment and salary increase (RESI) as there is no further step advancement available. A salary increase equivalent to a merit, including a recommendation for a greater-than-normal merit in accordance with the campus's "Special Salary Practice," is appropriate if the new material in the file subsequent to appointment or last advancement clearly indicates accomplishments equal to those required to warrant a normal or greater-than-normal merit increase.

Promotion to Tenure - Assistant Professor to Associate Professor (CAPM 410.220)
An Assistant Professor must be either tenured or terminated by the end of 24 quarters of service. A review for promotion is not required until the candidate's seventh year (19 - 21 quarters) of service. If service is less than seven years but there has been two years of service at Assistant Professor, Step 4, a promotion would not be considered an acceleration. However, in any event, it is expected that all candidates will undergo at least one merit review prior to review for promotion to tenure.

Important Note - Visa Status and Promotion: For candidates on visas, promotion would be to the Acting Associate Professor title because the visa status does not permit the University to promote to a title with an indefinite end date. Service as an Acting Associate Professor must be for a specified term; therefore, the appointment is for a two-year period and is subject to reappointment for a subsequent two-year term. The total period of service as Acting Associate Professor is limited to four years; there is no exception to this limit. Upon receipt of permanent residency documentation, the appointment would be regularized to Associate Professor, with tenure. See CAPM 506.235 for additional information.



Associate and Full Professors

Qualifying Service
APM 200 provides information regarding normal periods of service at rank and step. In addition, APM 200-19b states, "An academic year appointee who has served one quarter or less in any academic year will not receive service credit for that year." Periods of leave may impact eligibility for review.

Limitations on Off-Scale Salaries (CAPM 803.620)
Any merit or salary increase should be recommended in accordance with the campus policy on off-scale salaries.

Review for Salary Increase Only
There are a limited number of instances in which policy permits "salary increase only" as the type of review. These are: retention cases; candidates currently at Associate Professor, Step 4; and candidates currently at Professor, Step 5, Step 9, or Above-Scale.

In all other cases, the recommendation may be for a salary increase in lieu of merit or promotion but the type of review conducted by the department must be a merit or promotion review. For additional details involving reviews at these junctures, see CAPM 803.620, Off-Scale Salaries and CAPM 407.690, Overlapping Steps.

Salary Increases Granted in Lieu of Merit or Promotion
When, following a review for merit increase or promotion, the proposed advancement is denied and a salary increase is granted instead, faculty members will not be placed on the CALL again until another interval of the standard years at step has been served. Should candidates choose to put themselves forward for review before this interval has passed, the action would be considered an acceleration in time because the prior review resulted in some positive advancement action (albeit a salary increase only instead of step or rank advancement) and the candidate would not yet have completed another interval at step before being reviewed again. See CAPM 400.220.9.c.1.

Denial of Advancement
If a review for normal merit increase or promotion results in denial of advancement of any type (e.g., rank, step, or salary), the faculty member will not be placed on the CALL again until another interval of the standard years at step has been served. Should candidates choose to put themselves forward for the same review (i.e., normal merit or promotion) before this interval has passed, that action in and of itself would not constitute an acceleration since the normal time at step has already been served and the material submitted in the prior review was not previously rewarded with any type of advancement. In either event, the subsequent review period would commence with the last positive advancement in rank, step, or salary (e.g., for a full professor who served another standard interval, the review period would be six years instead of three years). See CAPM 400.220.9.c.2.

Overlapping Step for Associate Professors(CAPM 407.690)
Associate Professor, Step 4, is an overlapping step and the normal period of service at this step is three years. While promotion to full Professor is considered normal after two years of service at Associate Professor, Step 3, faculty entering the associate professor rank at steps higher than Step 1, may require more time to generate the necessary record for promotion. Advancement to Associate Professor, Step 4, is considered normal for those faculty requiring more time.

A maximum of three years of service at Associate Professor, Step 4, may count "in lieu" of service at Professor, Step 1. In those instances of service at Associate Professor, Step 4, followed by service at Professor, Step 1, the normal period of combined service is three years. Service in excess of three years will not count in lieu of service at the Professor rank. Normal promotion from Associate Professor, Step 4, with less than three years of service will be to Professor, Step 1, with time served at Step 4 counting in lieu of service in calculating eligibility for merit to Professor, Step 2.

[NOTE: Associate Professor, Step 5, is not used on the Santa Cruz campus.]

Salary Increases for Associate Professor, Step 4
A faculty member at Associate Professor, Step 4, who is on the CALL for promotion may not present a record of performance in all three areas sufficient to warrant promotion to Professor. In those cases where the faculty member's performance, apart from the deficiency, is extraordinary, the department may wish to recommend a modest off-scale salary increase such as a quarter or a half step. This recommendation must be accompanied by an assessment of the faculty member's future prospects for advancement. See CAPM 407.690.C.4.

Promotion to Professor (Associate Professor to Professor) (CAPM 410.220)
Candidates will be placed on the CALL when they have served two years at Associate Professor, Step 3. Promotion with six years at the Associate Professor rank is also considered normal, even if the candidate does not have two years at Step 3.

Important Note: Visa Status and Promotion: For candidates on visas, promotion would be to the Acting Professor title because the visa status does not permit the University to promote to a title with an indefinite end date. Service as an Acting Professor must be for a specified term; therefore, the appointment is for a two-year period and is subject to reappointment for a subsequent two-year term. The total period of service as Acting Associate Professor and/or Acting Professor is limited to four years; there is no exception to this limit. Upon receipt of permanent residency documentation, the appointment would be regularized to Professor. See CAPM 506.235.

Criteria for Advancement to Professor, Step 6 and to Professor, Above-Scale
Advancement to Step 6 usually will not occur after less than three years of service at Step 5. This involves an overall career review and will be granted on evidence of sustained and continuing excellence in each of the following three categories: (1) scholarship or creative achievement, (2) University teaching, and (3) service. Above and beyond that, great academic distinction, recognized nationally, will be required in scholarly or creative achievement or teaching.

Advancement to Professor, Above-Scale, involves an overall career review and is reserved only for the most highly distinguished faculty (1) whose work of sustained and continuing excellence has attained national and international recognition and broad acclaim reflective of its significant impact; (2) whose University teaching performance is excellent; and (3) whose service is highly meritorious. Except in rare and compelling cases, advancement will not occur after less than four years at Step 9. See CAPM 400.220.9.f.

Indefinite Steps
The CALL does not include any faculty who are currently at an indefinite step - Professor, Step 5, 6, 7, 8, 9, or Above-Scale - unless the faculty member is required to be reviewed under the Mandatory Review policy (CAPM 402.200). At these indefinite steps, there is no normal period of service; however, advancement to Steps 6 through 9 will not usually occur after less than three years of service at the earlier step, and advancement to Above-Scale will not usually occur after less than four years of service at Step 9. Advancement at these steps will only be granted on evidence of continuing achievement at the level required for advancement to Step 6. In addition, further advancement in salary at the Above-Scale rank must be justified by new evidence of merit and distinction; continued good performance is not an adequate justification. Intervals between such salary increases may be indefinite, and only in the most superior cases where there is strong and compelling evidence will increases at intervals shorter than four years be approved. See CAPM 400.220.9.f.

As stated above in the "Review for Salary Increase Only" section, policy limits the instances in which a faculty member may request a salary increase only review. At the indefinite steps, those instances are Steps 5, 9, and Above-Scale. For faculty currently at Steps 6, 7, or 8, salary increase only is a recommendation that may result from a merit or mandatory review, but it is not a type of review that is available to these faculty.

Deferral (CAPM 402.200.A)
Deferrals that are requested and approved in accordance with policy are typically for a two-year period. Consecutive deferrals are permissible; however, because of the requirement that all faculty must be reviewed at least every five years (see Mandatory Review below), no deferral may be approved that would extend beyond this five-year limit. "Automatic deferrals," i.e., those deferrals that result from a faculty member's failure to meet the deadline established for submission of review materials, are for a one-year period only. Any faculty member who fails to submit materials by the established deadline will be considered not to be in good standing, which may result in the denials of some privileges, such as sabbatical leave, Committee on Research funding, or divisional research support.

Individuals whose actions are deferred will be placed on the CALL again after the one- or two-year period has been served since the effective date of the deferral. Should candidates choose to put themselves forward for the same review after one year, that action in and of itself would not constitute an acceleration since the normal time at step has already been served.

Mandatory Review (CAPM 402.200.B)
Mandatory review shall take place during a faculty member's fifth year of service without a review; this review cannot be declined or deferred by the faculty member. However, should the candidate be on approved medical leave, the commencement of the mandatory review may be delayed until the individual's return to service.

For faculty members below Professor, Step 5, the CALL action will be mandatory merit review (MAMI). This type of mandatory review shall be conducted as a review for merit advancement (i.e., step increase) because progression through the ranks/steps is expected at all levels other than indefinite steps. Refer to CAPM 402.200.B for mandatory reviews involving faculty at the overlapping step of Associate Professor, Step 4.

For faculty members at an indefinite step (Professor, Step 5 through Above-Scale), the CALL action will be mandatory review (MA). This type of mandatory review need not be a review for advancement unless requested by the faculty member. However, given that the candidate's teaching, research and creative activity, and service have not been formally assessed for five years, a peer review, including review by the Committee on Academic Personnel (CAP), shall be conducted to evaluate the candidate's performance in these required areas and to ensure that the candidate's record during the review period is at least satisfactory.

At a minimum, all faculty undergoing a mandatory review are required to submit an updated bio-bibliography and a personal statement by the campus deadline or by their department's deadline, if earlier. If the faculty member does not submit these required materials, the department shall conduct the review based on the material available (e.g., student evaluations from the review period, assessment of service assignments in the department). A faculty member who fails to submit materials by the appropriate deadline will be considered not to be in good standing, which may result in the denial of some privileges, such as sabbatical leave, Committee on Research funding, or divisional research support.


Lecturer with Security of Employment Series (CAPM 514.285)

Lecturer and Senior Lecturer with Security of Employment (SOE): The normal period of service to be eligible for a merit review is three years until the salary level is comparable to that of Professor, Step 5. Service at that level and higher may be of indefinite duration. Advancement beyond a salary level comparable to Professor, Step 5, will only be granted on evidence of additional merit and great distinction in teaching, professional achievement and activity, and University and public service, and will not normally occur prior to four years of service since the last increase. Intervals between such salary increases may be indefinite.

Promotion from Lecturer SOE to Senior Lecturer SOE is not normally expected, but may occur when warranted. A promotion review will normally occur only after a minimum of six years in the title of Lecturer SOE; however, there is no obligation on the part of the University to promote a Lecturer SOE to Senior Lecturer SOE solely on the basis of years of service.

Lecturer and Senior Lecturer with Potential for Security of Employment (PSOE): These are term appointments, and each appointment and reappointment is limited to a maximum term of two years. Lecturers with PSOE are eligible for merit increase and promotion. Promotion would be from Lecturer PSOE to Lecturer SOE or from Senior Lecturer PSOE to Senior Lecturer SOE. The total period of University service in a PSOE title combined with certain other titles (including time spent in a Unit 18 Lecturer title at 50 percent time or more) may not exceed eight years, in accordance with APM 133-0-b. Appointees shall not be continued in a PSOE title after the eighth year unless granted an appointment with security of employment. Notice of non-renewal of appointment must be provided in accordance with CAPM 514.285.E.1.c.


Unit 18 Continuing Appointees (CAPM 516.000)

Merit Increases

Continuing Unit 18 appointees shall be considered for a merit review once every three academic years; however, a Continuing Appointee may request that his or her merit review be deferred for up to one year. If the Continuing Appointee is found to have maintained the excellence standard, he or she shall receive a six percent merit increase (see Non-Senate Instructional Unit 18 Table of Pay Rates/Continuing Lecturers). If a greater than six percent merit increase is being recommended, solicited letters of evaluation are required to justify the exceptional merit recommendation. If a merit increase is denied, a written remediation plan shall be provided. See CAPM 516.000.V.E.5.

See Also