Accommodations to the review timetable for Professor/Professor of Teaching/Professor In Residence/Professor of Clinical X, Health Sciences Clinical Professor (at more than 50% time) and Adjunct Professor (at more than 50% time), is available at https://ap.uci.edu/addtlguidancecovid19/

Options for use of student evaluations of teaching during Winter 2020 and Spring 2020 for the review process are available at https://ap.uci.edu/apreviewcovid19/.  See https://ap.uci.edu/apreviewcovid19non-senate for application to non-senate faculty.

The requirement to include student evaluations in Academic Personnel review files will resume for all teaching titles, for all classes taught during Winter quarter 2021 and thereafter.  The evaluations will still have the COVID remote instruction quarter watermark for Winter quarter 2021 and Spring quarter 2021.  See Update on Student Teaching Evaluations in Review Files – updated March 11, 2021

Evaluations should still be reviewed by individual faculty to identify potential areas of success and room for improvement. Department chairs should regularly review student evaluations of courses and meet with faculty, as needed, to discuss concerns and provide support to address major issues.

The requirement to include student evaluations in Academic Personnel review files will resume for all teaching titles, for all classes taught during Winter quarter 2021 and thereafter.  The evaluations will still have the COVID remote instruction quarter watermark for Winter quarter 2021 and Spring quarter 2021.  See Update on Student Teaching Evaluations in Review Files – updated March 11, 2021

Yes, if a faculty deferred a review during the 2019-2020 review cycle, they can request a consecutive deferral due to COVID-19 in the 2020-2021 review cycle. This deferral would be Dean Delegated.  The deferral due to COVID-19 is available to all associate rank and higher who are employed while the university is operating in COVID-19 pandemic mode (March 2020 – TBD).  The deferral should be requested by June 30 of the year in which the review is to occur. The deferral will be Dean Delegated. (updated 6/30/20)

A deferral for your next review cycle due to COVID-19 is available to all associate rank and higher who are employed while the university is operating in COVID-19 pandemic mode (March 2020 – TBD). The deferral should be requested by June 30 of the year in which the review is to occur. The deferral will be Dean Delegated.  (updated 6/30/20)

Assistant Professors may activate the Stop the Clock (purpose selected would be COVID-19) to delay their Mid-Career Appraisal and/or promotion/promotion to tenure. This option is available to all assistant professors who are employed while the university is operating in COVID-19 pandemic mode (March 2020 – TBD).  Faculty who Stop the Clock will still have to be reappointed with or without a merit during their normal time. To activate the COVID-STC the faculty would complete the UCI AP-92 Stop the Clock Certification  routed via the chair, dean and to the assigned Academic Personnel analyst on or before June 30, 2021. In order to automatically defer a Mid-Career Appraisal, the notification to “Stop the Clock” must be submitted by the end of the faculty member’s third year (by June 30). If the notification to “Stop the Clock” is submitted after the Mid-Career Appraisal, the notification of intent to “Stop the Clock” must be made before July 1 of the academic year in which a tenure or promotion review is to occur.  For example, if the Mid-Career Appraisal or promotion/promotion to tenure is to occur during the 2020-2021 review cycle, notification of COVID-STC must be submitted by June 30, 2020.  (updated 6/30/20)

Yes, Assistant Professors may activate the Stop the Clock (purpose selected would be COVID-19) to delay their Mid-Career Appraisal and/or promotion/promotion to tenure.  This option is available to all assistant professors who are employed while the university is operating in COVID-19 pandemic mode (March 2020 – TBD).  Faculty who Stop the Clock will still have to be reappointed with or without a merit during their normal time. To activate the COVID-STC the faculty would complete the UCI AP-92 Stop the Clock Certification routed via the chair, dean and to the assigned Academic Personnel analyst on or before June 30, 2021.  In order to automatically defer a Mid-Career Appraisal, the notification to “Stop the Clock” must be submitted by the end of the faculty member’s third year (by June 30). If the notification to “Stop the Clock” is submitted after the Mid-Career Appraisal, the notification of intent to “Stop the Clock” must be made before July 1 of the academic year in which a tenure or promotion review is to occur.  (updated 6/30/20)

Faculty who use a one year COVID-STC and have a subsequent regular review action that results in a reappointment without a salary increase (due to low productivity related to COVID-19) will receive retroactive pay when they are promoted to associate rank. Assistant rank faculty who are approved for a stop the clock and receive a reappointment only for reasons other than COVID-19 are not eligible for retroactive pay.

Let’s consider an Assistant Professor, Step IV with a current salary of $100,000 who was scheduled to go up for promotion review in 2021-22. Due to COVID-19 disruptions to productivity, they initiated a COVID-STC in July 2020. Assistant rank appointees are subject to a review every two years, the faculty member still needs to go up for review during the 2021-22 review cycle.

Example:
Original promotion review cycle:	2021-22
COVID-19 STC initiated:	July 2020
Next mandatory review:	2021-22 (either merit or reappointment only)
New promotion review cycle:	2022-23

There are two possible outcomes:

1. A retroactive pay: The review resulted in a July 1, 2022 reappointment only without a salary increase (if their productivity was severely limited due to COVID-19). The faculty member undergoes a promotion review in the following year (2022-23 review cycle); and the promotion is approved effective July 1, 2023. In this case, they will receive the standard salary increase associated with the promotion in rank and step. They will also get a retroactive salary in a lump sum amount, equivalent to one year differential in the faculty’s salary amount between the two ranks before and after promotion.

Scenario #1:
2021-22 review:	Reappointment only (no salary increase)	Assistant Professor, Step IV Salary: $100,000 Effective: 7/1/2022
2022-23 review:	Promotion	Associate Professor, Step I Salary: $104,300 Effective: 7/1/2023
Retroactive pay:	Eligible	Lump sum: $4,300 Processed after approved promotion

2. No retroactive pay: The review resulted in a July 1, 2022 reappointment and merit with a salary increase (because they accomplished enough for a merit, but did not have enough overall for promotion). The faculty member undergoes a promotion review in the following year (2022-23 review cycle); and the promotion is approved effective July 1, 2023. In this case, the faculty will receive the standard salary increase associated with the promotion in rank and step. However, the faculty will not be eligible for a retroactive pay because the faculty received a merit increase the previous year, and they are not at a financial disadvantage from delaying the promotion.

Scenario #2:
2021-22 review:	Merit Increase	Assistant Professor, Step V Salary: $104,200 Effective: 7/1/2022
2022-23 review:	Promotion	Associate Professor, Step II Salary: $108,600 Effective: 7/1/2023
Retroactive pay:	Not Eligible

Only the salary is retroactive. The final decision on the promotion (rank and step) will be the year in which it occurs.  For an assistant rank faculty whose promotion is effective July 1, 2027, and if they received a reappointment without a salary increase at any time since initiating COVID-STC, then their promotion salary would be retroactive to July 1, 2026, but their promotion to Associate Professor is effective July 1, 2027.

Yes, the forms listed below should be completed for all academics who normally complete the form, senate and non-senate (librarians included). “COVID-19 Related Leave” has been added as a type of leave in the UCI-AP-76, Leave of Absence form.

For UC Paid Administrative Leave (PAL), the UCI-AP-76, Leave of Absence form will need to be approved by the Dean and submitted to the Office of Academic Personnel for record keeping.

For Emergency Paid Sick Leave (EPSL) and/or Expanded Family Medical Leave (EFML), the UCI-AP-76, Leave of Absence form along with the University of California Employee Request for Emergency Paid Sick Leave (EPSL) and/or Expanded Family and Medical Leave will need to be submitted to the Office of Academic Personnel and approved by the Vice Provost for Academic Personnel.

The UCI-AP-76, Leave of Absence form, must still be completed and submitted to Academic Personnel after Dean approval. They should still submit request on TRS, but the UCI-AP-76, Leave of Absence form, approval is required since the Office of Academic Personnel is the office of record.

Yes, paid administrative leave does apply to ASEs. No, they are not required to complete an UCI-AP-76, Leave of Absence form. For Readers and Tutors, recording administrative paid leave in TRS will be sufficient.

For GSRs and TAs, the Office of Academic Personnel created a google sheet for each school to track administrative paid leave since they do not use TRS to report time. These were emailed directly to the Chief Personnel Officers (CPOs).

Please note: Individuals who are able to perform their duties remotely are not required to report leave.

The Office of Research informed us that as long as there is an institutional policy, grants will still pay for 16-day administrative leave. The grants will be reported as they normally do. For now these will be handled on a case by case basis. For more information visit: https://news.research.uci.edu/research-continuity/sponsored-projects-administration/  and feel free to contact Nancy Lewis, Executive Director of Sponsored Projects Administration at nrlewis@uci.edu.

Faculty may cancel sabbaticals that have been approved for Spring and Fall 2020. For Spring, this can be done by submitting an email by April 7, 2020 to their chair and dean that briefly describes the impact of COVID-19 crisis on sabbatical plans, which can then be forwarded to assigned Academic Personnel analyst. The deans and chair will decide what the workload will look like. They also have the option of taking a Sabbatical in Residence.

Due to this allowance, faculty will be allowed to accrue above the max if they have any sabbatical cancellations due to the COVID-19 crisis. Individuals will need to submit a memo to accrue beyond the maximum credit via the chair, dean and forwarded to the assigned Academic Personnel analyst for Vice Provost acknowledgement.

Individuals wanting to accrue above the max with requests NOT due to the Spring sabbatical cancellation must go through the normal process.

No, the telecommute agreement is not required to be completed for any academics.

Although staff in the Office of Research are working from home, it remains fully operational. Sponsored Projects Administration is still reviewing and submitting proposals, negotiating and accepting awards, and supporting UCI’s faculty. The IRB and IACUC are still reviewing and approving research protocols. At the school level, grant proposals are still being prepared and active grants are supported by key staff; and at the department level, start-up funds are firmly in place, being used appropriately, and otherwise effectively utilized to support ongoing research. Some of these and other research related processes might be unfolding more slowly than is typical, but they are up and running. At this time, Critical Research is being carried out on campus, while non-critical research is being carried out from home to the greatest extent possible. Our goal is to insure research continues with as minimal disruption as possible. For details, visit https://research.uci.edu/.