INTERNAL UCSC RECRUITMENT: Vice Provost of Academic Affairs

The University of California, Santa Cruz invites applications from tenured UCSC [Full] Professors for the position Vice Provost of Academic Affairs. This leadership position is responsible for: i) developing, implementing and reviewing academic planning and program initiatives; ii) supervision of academic appointment, advancement, and review processes; iii) oversight of academic policy development and implementation; iv) developing programs for faculty welfare, development and growth. The VPAA is a principal academic advisor to the Campus Provost and Executive Vice Chancellor (CPEVC). Faculty are at the core of successful academic programs, from planning to implementation to review. The portfolio of the VPAA reflects the joint elevation of faculty development initiatives and academic program initiatives.

The VPAA is responsible for campuswide academic administrative leadership in the following areas of faculty and academic affairs:

• Institutional coordination, general oversight, and advocacy for academic planning, academic program development, implementation and review, and program resource allocation.
• Coordination and review of the processes for academic recruitment, appointment, merit and promotion, compensation, academic employee relations, and principal officer oversight of and responsibility for the Academic Personnel Office (APO.
• Development and coordination of programs and activities supporting faculty leadership, including department chair leadership support and the development of senior leadership from within the campus community.
• Institutional coordination of WASC accreditation processes.
• Oversight of the Assessment for Learning Excellence & Equity Center (ALEEC) and the Teaching and Learning Center (TLC).
• Resource management of the division of Faculty and Academic Affairs.
• Serves as a liaison between the central administration and the Academic Senate in areas including establishment of new graduate and undergraduate programs, academic program external reviews, faculty FTE transfers, ad hoc faculty hiring, and academic personnel policy development and implementation.

Areas of Responsibility

Campus Academic Program Planning, Development And Review

• Coordinates the periodic development of department and divisional plans, including the integration of the divisional plans into a campus academic plan within the framework of available resources, maximizing synergies between units and divisions and maximizing our ability to retain a diverse faculty and student body.
• Coordinates new program development and charts the future of programs and courses in coordination with divisional and department academic leadership, department faculty, the Academic Senate, the Vice Provost and Dean for Undergraduate Education, the Vice Provost and Dean for Graduate Studies, and the Dean of UCSC Silicon Valley Extension; proposes new policies and revisions to existing policies with regards to the academic mission.
• Coordinates the external review procedures and policies, including developing and refining policies, issuing calls, commenting on review documents and approving slates of potential reviewers, conducting closure meetings, and assessing follow-up reports.

Campus Academic Personnel Management

• Develops resources, delivers programs and provides service and support for recruitment, appointment, advancement, retention, compensation, and employee relations for faculty and other academic appointees in accordance with University policies, procedures, and best practices.
• Develops and implements Academic Personnel policy and coordinates these efforts with the Academic Senate.
• Oversees the development and implementation of technology and enterprise level systems that enable academic personnel processes, including DivData/Biobibnet, UC Recruit, and UC OATS.
• Promotes success and excellence for all faculty through academic personnel programs, policies, procedures, and initiatives that advance a healthy campus climate and professional competence.
• Provides analysis for the CPEVC and Chancellor on academic personnel files where they are the decision authority, including appointments, merit reviews, promotions, and other actions.
• Assists and collaborates with all units of the campus in their efforts to recruit and retain faculty with a variety of backgrounds and viewpoints.
• Oversees the Faculty Equity Advocates program to further inclusive recruitment and faculty success.
• Oversees process for performance management, discipline, grievances, and allegations of misconduct by academic appointees.
• Oversees the Academic Personnel Office labor relations efforts and leadership in academic labor relations engagement on specific issues.

Faculty Welfare And Development

• Supports the professional career and leadership development of faculty.
• Oversees the Teaching & Learning Center. Provides leadership to ensure the continued effective operation of the Teaching & Learning Center in their support of teaching and learning through equity-minded practices.

WASC Accreditation Coordination

• Serves as the campus authority and point of contact for the Western Association of Schools and Colleges Senior College and University Commission (WASC) processes and procedures.
• Coordinates the production of reports required as part of the normal cycle of accreditation.
• Oversees the Assessment for Learning Excellence & Equity Center (ALEEC). Provides leadership and oversight of the assessment of student learning outcomes across all academic programs, identifying areas for improvement, and implementing necessary changes. Ensures that assessment efforts support both student success and accreditation requirements.
• Initiates contact when campus changes require notification and authorization from WASC.
• Serves on WASC evaluation teams when invited.

Advisory Support For Executive Leadership And Service For Academic Administrative Processes

• Serves as a member of administrative committees including the Chancellor's Cabinet, Deans Advisory Council (DAC), Academic Leadership team, and other committees, as appointed by the Campus Provost and Executive Vice Chancellor and/or Chancellor.
• Advises the Campus Provost and Executive Vice Chancellor on faculty positions, faculty FTE transfers and other program resource allocations in response to external reviews, new program requirements, and other needs.
• Evaluates the efficacy of administrative procedures regarding academic affairs, Senate/Administration coordination, and implementation of Academic Senate regulations, and works with the Senate to improve campus processes.
• Performs systemwide committee service as required.

The appointment of the Vice Provost will follow APM 246: Appointment and Promotion of Faculty Administrators (100% time) and CAPM 304.241 Faculty Administrators. The appointed Vice Provost will be subject to all policies in the APM and CAPM.

For appointment the candidate or appointee to a faculty administrator title must not have been found in violation of the UC and/or UCSC Sexual Violence and Sexual Harassment policies within the last 10 years; and must not have been disciplined for violating the Faculty Code of Conduct (APM 015) within the last 10 years (discipline includes a negotiated settlement agreement to resolve the matter). For more information, see CAPM 304.241 Faculty Administrators.

Academic Affairs: https://academicaffairs.ucsc.edu/

• Must be a tenured full professor in active service on the UC Santa Cruz campus.

• Outstanding record of scholarly achievement, teaching, and service.
• Experience in academic administrative leadership.
• Demonstrated ability to communicate effectively with a variety of constituents including administrators, faculty, students, and staff.
• Demonstrated record of collaboration with committees and leadership of the divisional Academic Senate, in the furtherance of shared governance.
• Candidate illustrates a clear understanding of the mission and responsibilities of UC Santa Cruz as a public university serving a majority minority state and a demonstrated commitment to inclusive excellence and to our Principles of Community.

As a condition of employment, the finalist will be required to disclose if they are subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct, are currently being investigated for misconduct, left a position during an investigation for alleged misconduct, or have filed an appeal with a previous employer.

• "Misconduct" means any violation of the policies or laws governing conduct at the applicant's previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, discrimination, dishonesty, or unethical conduct, as defined by the employer.
• UC Sexual Violence and Sexual Harassment Policy
  
• UC Anti-Discrimination Policy for Employees, Students and Third Parties
  
• APM - 035: Affirmative Action and Nondiscrimination in Employment
  

University of California Statement on Equal Employment Opportunity & Affirmative Action

Equal Employment Opportunity: The University of California (University) is an equal employment opportunity employer. The University prohibits discrimination against or harassment of any individual employed by or seeking employment with the University because of actual or perceived race, religion, color, citizenship, national or ethnic origin (including caste and actual or perceived shared ancestry or ethnic characteristics or citizenship or residency in a country with a dominant religion or distinct religious identity) , sex (including pregnancy, childbirth, lactation or related medical conditions), gender, gender identity, gender expression, gender transition, sexual orientation, physical or mental disability (including having a history of a disability or being regarded as disabled), medical condition (cancer-related or genetic characteristics), or predisposing genetic information (including family history), or veteran or military status. This prohibition also applies to discrimination or harassment because of a combination of the foregoing Protected Categories or based on an individual's association or relationship with an individual or individuals who are, or who are perceived to be, within a Protected Category.

This statement applies to all employment practices, including recruitment, selection, placement, supervision, working conditions, promotion, transfer, demotion, layoff, termination, compensation (including merit increases and salary), training and development, separation, and making reasonable and appropriate accommodations for individuals with disabilities. This statement is intended to align with the provisions of applicable State and Federal laws, the University's Anti- Discrimination Policy, and APM - 035 for the Affirmative Action and Nondiscrimination in Employment policy for academic appointment.

The Anti-Discrimination Policy prohibits retaliation in the form of an adverse action against any employee or individual seeking employment who reports alleged discrimination or harassment or related retaliation under the Anti-Discrimination Policy or who participates in, or assists with, the investigative process, reporting, remedial, or corrective action/disciplinary process provided for in the Anti-Discrimination Policy. An adverse action is conduct that would discourage a reasonable person from reporting discrimination, harassment, and/or related retaliation or from participating in a process under the Anti-Discrimination Policy, such as threats, intimidation, coercion, reprisals and adverse employment actions.

Affirmative Action: It is the policy of the University to undertake affirmative action consistent with its obligations as a Federal contractor, for minorities and women, for individuals with disabilities, and for protected veterans (Protected veterans include veterans with disabilities, recently separated veterans, Vietnam era veterans, veterans who served on active duty in the U.S. Military, Ground, Naval or Air Service during a war or in a campaign or expedition for which a campaign badge has been authorized, or Armed Forces service). The University is committed to apply every good faith effort to achieve prompt and full utilization of minorities and women in all segments of its workforce where deficiencies exist. Furthermore, it is our policy to promote equal employment opportunity and to take affirmative action through recruitment and employment efforts, training and development, educational opportunities, advancement in employment, transfer and other terms and conditions of employment of qualified minorities, women, individuals with disabilities, and protected veterans.

In conformance with Federal regulations, each campus of the University, the Lawrence Berkeley National Laboratory, the Office of the President, and the Division of Agriculture and Natural Resources is required to prepare and maintain a written affirmative action plan. Such plans must be reviewed and approved by the Office of the President and the Office of the General Counsel before they are officially promulgated. The affirmative action plan is an analytic tool that assists the University's evaluation of its employment programs and processes (consistent with all current legal and regulatory requirements), and documents good faith efforts made in all aspects of the University's employment processes, including efforts aimed at building recruitment pipelines, maintaining high quality standards, and supporting inclusive excellence.

Our obligations in this area stems not only from adherence to various State and Federal regulations, but also from our steadfast commitment to create a culture of inclusiveness and diversity where members of our community thrive and are able to reach their full potential.

For information on the scope and application of affirmative action plans see guidelines from the Office of Federal Compliance Programs (OFCCP).

Inquiries regarding the University's equal employment opportunity policies may be directed to the Equity and Equal Protection Office at the University of California, Santa Cruz, CA 95064 or by email at equity@ucsc.edu.

If you need accommodation due to a disability, please contact Disability Management Services at roberts@ucsc.edu (831) 459-4602.

Notice of Availability: In compliance with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (the Clery Act), UCSC publishes an Annual Security and Fire Safety Report. This report is published by October 1st of each year and includes current institutional policies and procedures concerning campus safety and security; fire safety and evacuation policies; sexual misconduct and relationship violence reporting and response protocols; and crime and fire statistics for the three previous calendar years. A paper copy of the ASFSR is available upon request by contacting the UCSC Police Department at 114 Carriage House Rd., Santa Cruz, CA 95064, or by calling 831-459-2231 Ext. 1.

Under Federal law, the University of California may employ only individuals who are legally able to work in the United States as established by providing documents as specified in the Immigration Reform and Control Act of 1986. Certain UCSC positions funded by federal contracts or sub-contracts require the selected candidate to pass an E-Verify check. The university sponsors employment-based visas for nonresidents who are offered academic appointments at UC Santa Cruz, as outlined in campus policy CAPM 102.530.

UCSC is a smoke & tobacco-free campus.

UCSC is committed to addressing the spousal and partner employment needs of our candidates and employees. As part of this commitment, our institution is a member of the Northern California Higher Education Recruitment Consortium (NorCal HERC). Visit the NorCal HERC website to search for open positions within a commutable distance of our institution.

The University of California offers a competitive benefits package and a number of programs to support employee work/life balance.

As a University employee, you will be required to comply with all applicable University policies and/or collective bargaining agreements, as may be amended from time to time. Federal, state, or local government directives may impose additional requirements.

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