Council on Academic Personnel Issues, Concerns, and Goals

UCLA Royce Hall

1. Shared governance. The Council's charge is the expression of the principle of shared governance as it applies to appointments, promotions, and terminations of the faculty of this institution. Although the administration has the authority to make appointments and implement promotions, these actions are undertaken in full consultation with representatives of the faculty. CAP is the body that constitutes that representation.

2. Faculty involvement. CAP as a standing Committee conducts a thorough review of all materials in the personnel file. In certain cases, an Ad Hoc Review Committee is appointed to provide an expert opinion on the merits of a given action. The membership of this committee is drawn from the faculty at large. In order for the present system to work, it is necessary that faculty be willing to accept the considerable demands that such service places on their time and energy, and that they carry out their responsibilities conscientiously and with dispatch. Delays in the processing of personnel actions can often be traced to the actions, or the inaction, of a Review Committee. Unfortunately, such delays have been a recurrent problem. Council believes that more effort should be put into raising the faculty awareness of the importance of this issue.

3. Relations with Deans. By and large, the relations between CAP and the various deans at UCLA are amicable. However, there have been cases in which adversarial positions have been taken. When this occurs, the proper functioning of our personnel process is compromised, and the faculty who are subject to those procedures suffer. By way of maintaining good communication with the Deans, when CAP's recommendation differs from theirs, Deans are invited to discuss the controversial case with Council in person, often accompanied by the Chair, rarely also by the Provost.

4. Administrative support. The personnel review process is extremely labor-intensive, particularly as regards the staff members who provide administrative support for CAP. It is imperative that the resources for administrative support of CAP be given a high priority. It is also important that there be a continuous monitoring of staff actions in personnel processes, in departmental settings as well as in Murphy Hall.

5. Compensation for service. Council meets for a full day every Tuesday of the year, except for four weeks in the summer. Between Tuesdays, CAP members read files and publications in their respective areas and prepare detailed reports for CAP-internal use. After the discussion of each case, the CAP Chair and Vice Chair prepare summary reports which are forwarded to the administration. CAP members are entitled to course relief, negotiable with the Chair, but usually amounting to one course per year for membership and two courses per year for the Chair and Vice-Chair. CAP members also receive one-ninth summer salary (two-ninths for the Chair and Vice-Chair).