412.000 - Career Equity Review (CER)

UCSC:APO:CAPM 9/16

A. DEFINITION

On rare occasions, a tenured ladder-rank faculty member may be at a rank and/or step that he/she believes is seriously inconsistent with his/her accomplishments in their discipline. A Career Equity Review (CER) is an examination of a faculty member’s career, focusing on the period from UCSC ladder-rank appointment onward, in order to determine if the cumulative outcomes of personnel actions have resulted in the appropriate rank and/or step.

The purpose of the CER is not to reopen or appeal the decision of any previous case. It is also not a method of addressing salary scale compression, inversion, or other salary issues unrelated to academic accomplishments. Rather, the purpose of a CER is to determine during the course of a major action whether the candidate’s accomplishments, when considered over multiple review periods, may warrant additional advancement in rank and step.

The CER is not an alternative to the reconsideration process that applies to a particular review (see CAPM 418.000 - Reconsideration of Senate Faculty Personnel Reviews) nor is it an alternative to cases that should be brought before the Committee on Privilege and Tenure.

Faculty are encouraged to seek advice from a CER advisor appointed by the Academic Senate before requesting a CER. CER advisors should be tenured faculty who have served either on the Committee on Academic Personnel or the Committee on Privilege and Tenure.

B. ELIGIBILITY

Tenured ladder-rank faculty members may request a CER only when either on the CALL for, or requesting to be reviewed for, one of the following three personnel actions: promotion to full Professor, advancement to Professor Step 6, or advancement to Professor Above Scale rank. The decision to request a CER rests with the candidate.

C. CRITERIA

Academic advancement is based on the record of accomplishments in teaching, research/creative activity, and service as presented in a review file. The criteria for normal merit advancement and promotion at all ranks and steps are not changed. The file must meet the criteria for the specific advancement under review (see APM 210-1-d) as established by the campus, with the following exceptions:

  1. The review period is the candidate’s entire academic career, with emphasis on the time since appointment to a ladder-rank position at UCSC. [i]
  2. The case will not require additional demonstration of unusual achievement as a basis for accelerated advancement.

D. PROCEDURES

  1. CER Request. Eligible candidates who wish to request a CER must include a written request with their review file materials. (No special form is required.)

    The CER request is a summary statement of not more than two pages that is separate from the candidate’s personal statement and must include:

    1. Why the candidate believes that their current rank and/or step are inappropriate (possible justifications are that the cumulative career record warrants a recalibration even though each previous review decision was deemed appropriate at the time; and/or certain work and contributions were overlooked, undervalued, or had a delayed impact); and
    2. What rank and step the candidate believes is appropriate.

    A CER carries the same expectation of confidentiality as do other personnel reviews. While general references to others in the field may be helpful, candidates should refrain from making specific personal comparisons with respect to the performance of their colleagues.

    The candidate includes the separate CER request document titled “CER Request” in their review file, using the same process as for a personal statement. The document becomes part of the candidate’s review file.

  2. All reviewing bodies will consider and evaluate the candidate’s requested rank and step as part of the evaluation of the review file. Rank, step, and/or salary cannot be reduced as a result of a CER.
  3. External letters are required for these actions and will be solicited following the normal process. To assist in the determination of the appropriate step, it is recommended, although not required, that the department solicit and receive input from at least one UC colleague who is familiar with the UC ladder-rank system and who is asked to make a recommendation on rank and step taking into consideration the candidate’s requested rank and step based on the information in the file.
  4. An ad hoc personnel review committee may be appointed after the file has left the division. The ad hoc committee may include members of the candidate’s division and/or department and representatives from other UC campuses and will be staffed by the Academic Personnel Office.
  5. A review file that contains a request for a CER follows the normal established processes for the action under consideration (promotion to full Professor, advancement to Professor Step 6, or advancement to Professor Above Scale), including deadlines, review flow, and authority.
  6. The effective date of any change in rank, step, and/or salary will be the same as that for normal reviews. Retroactive changes will not be made.

[i]  On the Santa Cruz campus, advancement to Professor Step 6 or Professor Above Scale rank may involve an overall career review; however, emphasis in a Professor Step 6 review is given to work done since advancement to or appointment at the rank of full Professor, and emphasis in a Professor Above Scale review is given to work done since advancement to or appointment at a step above Professor Step 6. (CAPM 400.220)