We will keep updating this page to ensure the latest guidance is being provided.
Highlighted on the left are essential resources available during this public health crisis.
- UCOP Academic Personnel and Programs - Academic Personnel Guidance Regarding COVID-19 Related Leaves - updated 3-31-2021
- There are currently two COVID-19 related paid leave provisions potentially available to academic appointees. They are UC Expanded Paid Administrative Leave (EPAL) and 2021 Emergency Paid Sick Leave (EPSL). FAQs have also been included in the guidance document. For UC Expanded Paid Administrative Leave Guidance, please see Guidance for Supervisors. To request the 2021 EPSL please complete the 2021 EPSL Request Form.
- UCOP Academic Personnel and Programs - Temporary Telework Overseas FAQs- 10-07-2020
A list of FAQs was created by UCOP Academic Personnel and Programs to outline expectations and exceptions to temporarily teleworking overseas. This set of FAQs also includes information regarding impacts on paychecks, legal and tax consequences, minimum security standards of academic appointees working from abroad, and more.
- EVCP Croughan and Academic Senate Chair Lagattuta - Instructional Plans for Fall - 07-17-2020
- A letter was emailed to all Academic Senate members, Academic Federation members, and graduate students by Provost and Executive Vice Chancellor Mary Crougan and Academic Senate Chair Kristin Lagatutta, titled Instructional plans for Fall; updates on Academic Senate policies and faculty personnel processes.
The following guidance has been outlined in the letter:
• All classes with enrollments greater than or equal to 50 students will be remote.
• For classes with fewer than 50 students, in-person instruction may be possible. The decision to hold an in-person class will be decided by the Instructor of Record in coordination with department chairs and deans, followed by committee review and approval by the Provost. When feasible, this in-person instruction will take place outdoors under tents, with necessary AV and audio equipment, physical distancing of six feet, and all participants required to wear masks. Of course, this outside classroom approach is neither practical nor feasible for some courses, so it will not be the only option for in-person course delivery. We hope to have other options available for offering laboratory-based, studio-based, and equipment-based instruction to meet both safety and educational needs.
• We are currently working with the schools and colleges to determine which courses will, for pedagogical or other reasons, be offered in person, the appropriate location, and the necessary resources. Finalizing the list of specific courses that will be taught in person will enable us to provide essential information to students and augment our preparations.
• We are also in the process of determining what resources faculty need to be most successful in both in-person and remote teaching. For example, some faculty may require improved Wi-Fi, specialized equipment, or additional Teaching Assistants. We have analyzed initial data submitted by department chairs in June and will be soliciting further input.
Ensuring equitable opportunity and promoting success for all students
• For remote courses, we request that faculty be mindful of the varied circumstances that your students will be facing and make reasonable adjustments to your syllabi and teaching methodologies to address them. For example, students may be in very different time zones, lack quiet study space, have to support family members financially or in other ways, or lack sufficient internet or technological access. You can gain insight into the student perspective by viewing preliminary results from UC Davis Know Your Students as well as a summary of key findings from UC systemwide surveys assessing faculty and student views on remote learning during Winter/Spring 2020.
• We hope that in your roles as teachers and mentors, you remain especially mindful of UC Davis’ Principles of Community and our responsibility to give all of our students every opportunity to succeed, excel, and thrive. We encourage you to implement, as appropriate, such measures as recording lectures and discussion sections (to permit students to view these materials, if needed, at a different time), flexible testing and assessment modalities, and practices that promote an inclusive learning environment. Information on these and other tools to facilitate effective remote instruction are available here.
• During Spring and Summer, the Academic Senate implemented many emergency policies intended to mitigate the impact of this extraordinary moment on student learning and academic progress and will be considering which flexibilities and policy exemptions to extend into Fall. Additional information can be found here. Adjustments to academic personnel processes As previously reported, UC Davis adjusted academic personnel processes, including “stop the clock” tenure/security of employment extensions, in response to the significant disruptions the pandemic has had on teaching, research, and service. Information on these adjustments for Academic Senate members is available here and for Federation members here (see also previous letter from the Academic Senate Committee on Academic Personnel as well as the systemwide Academic Council letter on Mitigating Negative COVID-19 Impacts). In addition, in May 2020 UC Provost and Executive Vice President for Academic Affairs Brown announced that he would review favorably any exceptional requests for a third, one-year extension of the tenure clock. Please do not hesitate to contact either if you have questions, suggestions, or concerns.
- Mandatory COVID-19 Reporting Protocol - updated 05-20-2020
- In an effort to maintain a healthy working environment for faculty, staff and students, UC Davis has established a mandatory reporting process regarding COVID-19. You must use the reporting process if:
- a COVID-19 test has been administered to you, an immediate family member or a UC Davis colleague, or
- a positive COVID-19 diagnosis has been returned to you, an immediate family member, or UC Davis colleague.
For additional details, including limited exceptions, please go to the Safety Services website on Reporting COVID-19 Tests, Concerns & Confirmed Cases
- EVCP Hexter and VP Kass - Update on Academic Personnel Issues - updated 03-27-2020
- On March 27, 2020, Executive Vice Chancellor and Provost Hexter and Vice Provost Kass shared an announcement with Academic Senate regarding Updates on Academic Personnel Issues.
The letter above addresses the following:
1. Paid administrative leave
2. Sabbatical leaves in Spring 2020
3. Faculty searches in Spring 2020
4. Advancement (merit, promotion) actions in 2019-2020
5. Instructional evaluations in Winter and Spring 2020
6. Research/creative activity/scholarship productivity
7. Extension of the promotion “clock”
- Provost/EVC Croughan and Senate Chair Tucker – Update on Academic Personnel Issues – updated 10-21-2020
- A letter was written by Provost and Executive Vice Chancellor Croughan and Chair of Academic Senate Tucker to all Academic Senate and Academic Federation Members, providing guidance and reassurance regarding advancement actions and instruction-related issues due to COVID-19. It states:
"Our colleagues with children whose preschools and schools remain shuttered, or who are primary caregivers, or who have been prohibited from accessing critical university facilities are among those hit hardest. In their advancement action, whether in this year or in the next two, three, or four years (depending on rank and step), faculty who are new or have been progressing successfully in normative (or greater) time should continue to do so. This does not imply any diminution of academic standards, but rather the acknowledgement that a balanced record inherently requires the judicious weighting of all criteria of evaluation per APM 210-1d.
To help reviewers and review committees negotiate such a holistic evaluation of an academic record, we strongly emphasize that candidates, department chairs, and deans highlight and fully explain the circumstances that have affected the faculty member. Personal details need not be disclosed, but information on causes (e.g., COVID-19, California wildfire events, caring for a sick family member, illness, loss of a home) that contextualize the circumstances will be helpful (e.g., reduced time available for writing manuscripts, limited access to research facilities, emergency conversion to remote learning due to campus closure, etc.). In particular, candidates should provide a comparison to previous records of publication, teaching, and/or service so that reviewing bodies can concretely understand how they have been impacted. Candidates, department chairs, and deans are encouraged to use this comparative information to provide context for reviewers."
The letter also outlines specific topics that will be integral to advancements in 2020-2021, advised from Academic Affairs' Work Life Advisors and Academic Federation Personnel Committees, as well as considerations regarding various situations. Please review this letter for further details.
- Process for Academic Appointees requesting COVID-related Leave - updated 3-31-2021
- An Emergency Paid Administrative Leave Form (EPAL) for Academics or a 2021 Emergency Paid Sick Leave (EPSL) must be attached to all COVID-19 related leave requests submitted via MyInfoVault for documentation purposes and reporting. Please note: The COVID-related leave form is now available in MIV.
Questions may be directed to the Academic Affairs Academic Personnel team at firstname.lastname@example.org, or to Interim Director Kimberly DeLaughder at email@example.com.
- UCOP - Charging grants and contracts costs to Federal sponsored awards during COVID-19 - updated 03-24-2020
- On March 24, 2020, from UCOP Interim EVP-CFO Paul Jenny regarding charging grants and contracts costs to Federal sponsored awards during COVID-19. This letter provides the current UC guidance regarding sponsored awards as we wait for federal agencies to issue guidance during this COVID-19 crisis. As stated,
- "OMB has issued two Memos to the federal agencies: First Memo M-20-11 directing
federal agencies to implement flexibilities initially for COVID-related activities; and a
follow up Memo M20-17, directing agencies to provide additional flexibility to
recipients affected by the loss of operational capacity and increased costs due to the
- "These two OMB Memorandums in general provide short term relief for administrative,
financial management, and audit requirements under 2 CFR Part 200, Uniform
Administrative Requirements, Cost principles and Audit Requirements for Federal
Awards, without compromising Federal financial assistance accountability requirements.
It also reminds agencies of their existing flexibility to issue exceptions on a case-by-case
basis in accordance with 2 CFR § 200.102, Exceptions.
NIH and NSF
- "NIH and NSF have issued their guidance implementing the expanded flexibilities in the
area of proposal submissions, travel costs and salary expenses authorized by OMB.
- NIH – https://grants.nih.gov/grants/guide/notice-files/NOT-OD-20-086.html
- NSF – https://www.nsf.gov/bfa/dias/policy/covid19/covid19_nsfombimplementation.pdf
"We expect all federal awarding agencies adopt policies and release guidance that are uniform and consistent in providing additional administrative flexibility in light of the COVID-19 pandemic.
"At this time, campuses should continue to charge salaries, stipends, and benefits to currently active awards consistent with the UC policy of paying salaries from all funding sources, federal and nonfederal. Likewise costs related to the cancellation of events, travel, or other authorized activities due to the COVID-19 crisis, may charge these costs to their award if they would have otherwise been allowable. Please ensure appropriate records and cost documentation are maintained to substantiate the charging of any cancellation or other fees related to interruption of operations or services.
"Recently President Napolitano announced all employees are eligible to receive a one-time allotment of up to 128 hours of paid administrative leave in recognition of the extraordinary demands staff and their family members are facing as a result of the impacts of the coronavirus on the UC community. This employee benefit is an allowable cost could be charged to federal grants and contracts consistent with other employee benefits."
Please be sure to connect with your sponsor regarding any flexibility afforded in grants and contracts.