Berkeleyan
Changes to the UC Academic Personnel Manual to recognize diversity-related activities
effective July 1, 2005 (new text in italics)
With strong support from the systemwide Academic Council, the University
of California has just issued revisions to the Academic Personnel Manual
(APM) — revisions that explicitly recognize diversity-related activities
in faculty appointment and promotion. These long-sought changes to the
APM are very important and likely to have an impact nationally, says Sheila
O’Rourke, executive director for academic compliance at UC Office
of the President.
“They send the message that these activities are an important part of faculty
teaching, service, and research. When a system the size of UC takes
this step, other institutions will adopt similar language.”
Excerpts from Section 210:
Criteria for Appointment, Promotion, and Appraisal
The University of California is committed to excellence and equity
in every facet of its mission. Teaching, research, professional and
public
service contributions that promote diversity and equal opportunity
are to be encouraged and given recognition in the evaluation of the
candidate’s
qualifications. These contributions to diversity and equal opportunity
can take a variety of forms, including efforts to advance equitable access
to education, public service that addresses the needs of California’s
diverse population, or research in a scholar’s area of expertise
that highlights inequalities.
Teaching
In judging the effectiveness of a candidate’s teaching, the committee
should consider such points as … extent and skill of the candidate’s … effectiveness
in creating an academic environment that is open and encouraging to
all students, including development of particularly effective strategies
for
the educational advancement of students in various underrepresented
groups.
Among significant types of evidence of teaching effectiveness are
the following:
....(e) development of new and effective techniques of instruction,
including techniques that meet the needs of students from groups that
are underrepresented
in the field of instruction.
Research and Creative Work
[C]ontributions by faculty members to the professional literature
or to the advancement of professional practice or professional education,
including
contributions to the advancement of equitable access and diversity
in
education, should be judged creative work when they present new ideas
or original scholarly work.
Professional Competence and Activity
The candidate’s professional activities should be scrutinized for
evidence of achievement and leadership in the field and of demonstrated
progressiveness in the development or utilization of new approaches and
techniques for the solution of professional problems, including
those that specifically address the professional advancement of individuals
in underrepresented groups in the candidate’s field.
University and Public Service
Contributions to student welfare through service on student-faculty
committees and as advisers to student organizations should be recognized
as evidence,
as should contributions furthering diversity and equal opportunity
within the University through participation in such activities as
recruitment,
retention, and mentoring of scholars and students.
APM 210 may be found online at www.ucop.edu/acadadv/acadpers/apm/sec2-pdf.html.