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40% Academic Personnel Management: Manages academic personnel administration which is essential to the success of faculty advancement cases and salary increases, faculty retention and recruitment, with attention to fairness and equity across large, multi-faceted faculty having an international reputation to maintain. Independently determines when required academic personnel actions for Electrical Engineering faculty must take place, including identifying candidates for early promotion or acceleration. Initiates such actions, analyzes and synthesizes both qualitative and quantitative data relevant to such actions, and makes initial assessment of cases’ strength and weakness. Advises faculty members on preparing self-evaluations. For the Chair, independently drafts merit and promotion recommendation letters, applying broad knowledge of multiple disciplinary areas. Investigates problems or complaints involving academic appointees, provides feedback to management, makes strategic recommendations. Counsels Senate and non-Senate faculty and other academic employees concerning complex and/or sensitive work-related or career-related issues.
* Analyzes faculty appointment, merit, and promotion cases. Independently prepares full-scale drafts of Chairs’ recommendation letters for all faculty appointments and advancements utilizing advanced knowledge of UC Academic Personnel policy and department precedent and principles. Analyzes case documents for accuracy, completeness, and adherence to policies and procedures of the Standing Orders of the Regents, the UC Academic Personnel Manual (APM), the Berkeley campus, the College of Engineering and the College of CDSS, the Department of EECS and the Electrical Engineering Division. Anticipates, identifies and resolves potential problems that might arise in later stages of the review process.
* Analyzes leave accrual / usage, informs faculty re sabbatical leave credits. Determines and anticipates need for credit deferral requests and submits those on Chair’s behalf. Monitor implications and terms of various leaves including ASMD, Industrial, and the little-known Leave In Lieu of Sabbatical for Lecturers with Security of Employment. Administers required reporting procedures, salary percentages, and lengths of leave available. Monitors compliance with UC policies. Tracks fiscal impact and advises Chair and Department Manager on impact to department budget and/or Salary Savings.
* Advises Senate faculty and non-Senate Unit-18 Lecturers on UC employment related matters. Notifies academic appointees of policy changes related to benefits and retirement and responds to inquiries. Initiates action regarding notification of appropriate authorities in cases of emergency, injury or death. Oversees coordination of summer salary appointments with ERSO funding administrators. Coordinates vice chair appointments and related stipends. Oversees the assignment of acting Chairs.
* Advises on matters related to new faculty startup packages, exceptional removal expense, housing, spousal placement, and benefits of employment; devises language and drafts for letters of commitment. Advises Chair on complex appointments involving partner placement and the coordination of multiple funding sources among campus units. Processes or oversees time-sensitive requests for exceptional permissions to recruit and visa and permanent resident issues. Secures exceptional approvals as necessary.
* Conducts investigations into complaints involving academic appointees; provides feedback to management and makes strategic recommendations.
* Interprets APM and University and Senate directives for the faculty and advises faculty of their rights and responsibilities. Serves as custodian of faculty files and records, ensuring the integrity and confidentiality of the department’s review procedures and its academic personnel files as required by Senate by-laws.
* Coordinates hiring and payroll actions for multi-location appointments. Initiates actions for reviews and compensation for submission through the college, organized research units, APO, campus payroll and accounting units. Oversees hiring and payroll functions for departmental- and affiliate-appointments. Oversees the progress of actions through the college, ORUs, and campus offices
* Oversees nomination processes for all EECS faculty for Committee on Research grants and awards and Miller Institute programs.
* Temporary Academic Staffing (TAS) budget: drafts TAS proposals using historical knowledge of visiting faculty/Lecturer utilization and unit academic priorities.
* Serves as expert consultant and resource on academic personnel issues for the Dept. of EECS and for Electrical Engineering; provides guidance on development and implementation of policy and procedures.
* Serves as a resource and technical expert to staff in other COE departments and other campus units on the application of academic personnel policy.
* Oversees employment actions related to international faculty.
30% Faculty Recruitment Management:
* Oversees and conducts all EE faculty recruitment activities.
* Devises recruitment strategies including ad language and placement as well as outreach efforts aimed at women and underrepresented minority groups. Works with the campus’s Office of Faculty Equity and Welfare and departmental diversity officers or committees to implement strategies to improve outreach.
* Provides policy guidance to faculty search committees and oversees conduct of interviews.
* Coordinates joint appointment activities with related units and initiatives (i.e. LNBL, ERSO, other COE or campus departments) Makes recommendations with respect to rank and step for new faculty appointments, using judgment to maintain salary equity. Advises Chair on candidate negotiations. * Oversees and utilizes the department’s proprietary database for faculty recruiting, as well as utilization of campus APRecruit and APSearch processes.
* Oversees preparation of cases for new appointments.
15% Divisional AP Liaison and Staff Supervision:
* Serves as Electrical Engineering Academic Personnel liaison with COE, CDSS, and L&S Dean’s Office, campus departments, Academic Personnel Office (APO), HCM-Academic Personnel specialist, campus Budget Office, or EVC&P, or other units as appropriate, to resolve complex Academic Personnel problems/grievances, funding allocations, appointment /recruiting issues. Makes critical decisions and directs staff in compliance with departmental policy. Serves as consultant for manager and Chairs regarding precedents and/or changes to policy; provides guidance on development and implementation of policy and procedures.
* Provides interpretation of complex and sometimes unspecific Academic Personnel policies and procedures with risk management exposure for the campus, such as final appraisal and security-of-employment reviews, Leaves w/o Pay, Leave-in-Lieu-Of-Sabbatical.
* Identifies unusual and special needs of faculty (i.e. immigration issues, personal issues), engages department and College leadership, proposes remedies which may require exceptional approval from the Chancellor or UC Office of the President.
* Advises Chair on campus programs aimed at avoiding loss of faculty members to outside institutions and approaches to tailoring retention packages to given faculty situations.
* Consults with units such as the Title IX compliance office, the Committee on Faculty Welfare and/or committees of the Academic Senate.
* Acts as the unit’s Labor Relations officer with respect to academic complaints or grievances. Mentors/provides guidance to Chair’s Assistants, who encounter a range of situations involving faculty members’ requests which may involve Academic Personnel issues.
* Liaison with ERSO staff to coordinate correct payment of EE faculty Research Leaves and proper preparation of faculty materials with which they may be asked to assist.
* Contributes to career staff work on submission of faculty awards to outside entities.
* Serves as the EE AP team lead and partners with other AP analysts on various AP cases and projects.
* Supervises EE AP Analyst team members who are responsible for general Academic HR, faculty awards, and course support related functions. Oversees and directs the group with responsibility for quality and quantity of work. Trains staff and creates an effective teamwork environment. Provides guidance on performance standards, develops performance plans and evaluates performance, including providing feedback and coaching. Makes recommendations for employee incentive awards and salary increases including merits and reclassifications.
10% Strategic Planning and Analysis: Makes recommendations to Chairs/Director of Administration that affect the strategic direction of the organization.
* Advises department committees, Chair and Manager in formulating short-and-long range plans involving the academic personnel needs. Keeps abreast of continuing and new directives from the Academic Senate and appropriate campus administrators. Recommends and/or implements changes as appropriate.
* Develops rationales and data for, and composes, letters and communications regarding off-cycle faculty FTE requests or Search waivers
* Identifies and utilizes precedent-setting situations to recommend new organizational procedures and practices or to improve the effectiveness and efficiency of academic personnel administration within the complex EECS department and/or Electrical Engineering. Directs and shapes the implementation of interactive web-based tracking systems to manage information pertaining to faculty research, teaching, service contributions.
* Develops departmental policies outlining governance structure and workload. Monitors salary, administrative faculty appointments, and awards and updates the EECS faculty database for all Electrical Engineering faculty data. Makes policy recommendations on faculty recruitment strategies. Ensures that federal and campus hiring and affirmative action policies are met. Performs analysis of peer institutions.
* Provides advice to Chair and management and recommends strategies for addressing sensitive situations involving academic appointees and/or requesting exceptions to policy. Advises Chair on campus policy and departmental precedents to avoid inequitable situations among faculty and/or potentially litigable circumstances.
* Develops formal language for Faculty Start-up Package requests and commitments. Serves on steering and planning committees for campus initiatives regarding academic personnel.
5% Special Projects:
* Carries out special projects as needed by the Department Director of Administration.
* Participates in the selection and/or guidance of new employees and provides staff training as it pertains to Academic Personnel or Visiting Scholar/Postdoc appointees.
* Provides input on relevant staff development performance evaluations.
* Keeps abreast of Visiting Scholar and Postdoctoral policies and procedures; writes/revises departmental websites as needed.
* Oversees departmental benefits coordination for faculty, including worker’s comp issues/claims.
* Serves as back up in the absence of the Department Director of Administration or Computer Science Academic Personnel Analyst.
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