P3d Academic Vs Professional
Ariel Wascom
The employee group, academic professional and administrative (P&A), is comprised of three subgroups under which appointments are made: academic professional, academic administrative, and professional-in-training. For typical authorities/responsibilities and degree/experience requirements and preferences, refer to Appendix: P&A Employee Appointment Summary Chart - Authorities/Responsibilities and Degree/Experience Descriptors.
For detailed information about academic professional appointments, refer to Appendix: Academic Professional Class Series, Job Codes, Titles, Appointment Types, and Promotions. For specific information related to professional probationary (H) and continuous appointments, refer to Appendices: Administrative Guidelines, Criteria, and Procedures for Review of Probationary (H) Academic Professionals Considered for Continuous (G) Appointment and Information for the Probationary (H) Academic Professional Candidate Being Reviewed for Continuous (G) Appointment.
The Board of Regents (Board) approves the fringe benefits for academic professionals and academic administrators. These sub-categories of P&A employees are eligible for the same fringe benefits, including medical, dental, life, disability insurance, retirement, and academic tuition benefits, as are provided to the faculty.
See Job Classification Descriptions for generic job descriptions of specific P&A classifications. For a complete listing, refer to Academic Job Codes and Titles at Job Families and Salary Ranges (Expand Job Family Structure). For information covering concurrent appointments, promotions, changes in appointment type, correcting a class title, adding a second official University title, designating a courtesy title, position title, and a change of employee groups, refer to Appendix: Additional Appointment Information pertaining to Academic Professionals and Academic Administrators.
This policy implements Board of Regents Policy: Employee Group Definitions. By resolution of Board of Regents in December of 1980, the academic professional and administrative (P&A) employee group was established. In accordance with this resolution, the terms and conditions of appointments within the P&A group are defined within this policy.
The record governing employment by the University including salary, dates of employment, and terms. The notice of appointment will constitute the University's contract with an employee. To the extent a letter of agreement contradicts the notice of appointment or University policy, the notice of appointment constitutes the terms of employment. Special contracts authorized by the Office of the General Counsel to supersede the notice of appointment or University policy are the only exception.
A time period during which a new employee (either new to the University or new to the department) is evaluated by the responsible administrator/supervisor to determine whether the employee can successfully meet the responsibilities assigned to the position.
Individuals specified as senior leaders in Board of Regents Policy: Reservation and Delegation of Authority. This includes the executive vice president and senior vice president, chancellors, vice presidents, general counsel, University librarian, the director of audits, deans (on all campuses), athletic director (Twin Cities), and others as directed by the Board, to include the Executive Director and Corporate Secretary, Board of Regents and the Chief of Staff, Office of the President.
April 2010 - Comprehensive Review. Language in the appendix covering additional appointment information was expanded to include promotions and revised to clarify impact on position classifications when compliance with legal determinations and requirements are at issue. Language moved into four new appendices. An additional procedure also added. General edits made.
February 2006 - Academic staff appointment policy information extracted from the Academic Professional and Administrative Staff Policy and Procedures Manual. Edits were made, information was updated and expanded and put in standard University-wide policy format. Information from the document on "Guidelines for Use of the P&A Employee Category" was incorporated. Appointment policy information regarding professionals-in-training was added.
Have a good faith belief there has been a violation of University policy? Please report concerns to your supervisor, the appropriate University administrator to investigate the matter, or submit a report to UReport.
The designation Academic Professional would apply to a variety of academic assignments that call for academic background similar to that of a Faculty member with professorial rank, but which are distinctly different from professorial positions. Examples include, but are not limited to, the following:
Minimum expectations in all Academic Professional ranks are listed below. The candidate does not need to demonstrate noteworthy achievement in all five (5) of the following areas, but must do so in number one (effective administration) and two of the others.
The effective date of promotion is July 1 for faculty members on a fiscal year contract and August 15 for faculty members on an academic year contract. A positive decision grants promotion to the candidate; a negative outcome means the candidate has not met expectations for promotion at Georgia Tech.
In accordance with section 36e(3) of the State Universities Civil Service, all University employees are considered Civil Service until appointments are considered exempt from Civil Service guidelines.
An Academic Professional employee is defined as an employee who is charged with high level administrative responsibilities, whose decisions are based on administrative polices and who exercises discretion and independent judgment. An AP performs these duties with only general administrative supervision or direction, e.g., Director, Associate or Assistant Director. An AP can be defined as an employee who is in a position requiring knowledge of an advanced type in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction and study (as distinguished from a general academic education) and which requires the consistent exercise of discretion and judgment, e.g., physician, attorney, engineer, architect.
UIC HR Compensation will conduct a job interview/review of each AP position as requested from a specific department or as part of the overall Job Analysis Project. In-depth reviews will be completed with both the employee and manager to obtain a thorough understanding of the position and its scope of impact on the organization. As a result of the review, Compensation will determine the appropriate title/classification and provide an approved job description for future use.
Academic Professionals work within the higher education (HE) sector delivering higher education teaching and undertaking research to support the development of knowledge within their discipline. They may work in Universities, Colleges or the Private Sector, in the primary role of developing and sharing knowledge with students, peers and external stakeholders to support advancement of the discipline and the resolution of major challenges. Academic Professionals play an active role in supporting a range of people including students, funders, stakeholders and government to gain insight into their specialist discipline area. Academic Professionals engage in continuing professional development in both their discipline and their pedagogy and make use of appropriate technologies to support the acquisition of knowledge.
Each day, academic professionals at Princeton guide a wide range of intellectual pursuits that facilitate impact on campus and around the globe. Expert in administrative nuance and inspired by the visionary talent with whom we work, the Office of the Dean of the Faculty supports both you and your department. Offering pragmatic guidance, we can help you leverage the many resources available to you at Princeton.
Under the leadership of Joshua Akey, a professor in the Lewis-Sigler Institute for Integrative Genomics, researchers have found a history of genetic intermingling and exchange that suggests a much more intimate connection between these early human groups than previously believed.
In recognition of his pioneering work at the intersection of water, energy, and climate, Z. Jason Ren has received the Walter J. Weber, Jr. AEESP Frontier in Research Award from the Association of Environmental Engineering and Science Professors.
Truth No. 3: You will spend a significant amount of time in meetings and working on administrative tasks. Each year, I determine the percentage of time I spend on teaching, service and research. My teaching load is between nine and 11 hours each semester, but even with that, I estimate teaching is about 35 percent of my job. My other percentages are heavily weighted in research (30 percent) and service (35 percent). In fact, on average, I would say I easily spend 10 to 15 hours every week working on administrative tasks that have little to do with my teaching or research.
No one ever advised me about the service component during my time in graduate school. Even as a full professor, I find myself on two universitywide committees, two departmental committees and several committees within my professional organizations. I am in meetings or preparing for meetings several hours each week and spend many more hours answering administrative emails.
Truth No. 5: Egos are huge. People may turn on you, disappoint you and surprise you. Unfortunately, some people you initially trust will say or do anything to validate themselves while tearing you down. In my first academic job, an administrator asked me to write a lengthy document about our newly designed curriculum. He soon presented it at a conference and to other people in the statewide system. The only difference between my copy and his? He had put his name down as the author and removed mine.
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