Academic Program Units (APUs)

1. UNIVERSITY OF CALIFORNIA, SAN DIEGO HEALTH SCIENCES Academic Program Units (APUs) Presentation to the Executive Committee February 9, 2006 Revised and Presented April 20, 2006

2. Establishing New APUs

3. New APU Principles • Principles for establishing new Academic Program Units (APUs) will be implemented for APUs created after February 1, 2006 • All previously established APUs will remain intact

4. Academic Criteria • Descriptions of new APUs must clearly articulate overall academic area/discipline for the APU • APU must be defined through as many areas as applicable: • Teaching • Research • Clinical

5. Membership • APU shall have NO FEWER THAN 5 members; in the case of a smaller department, inter-departmental APUs may be considered • All faculty members who fit criteria set for APU must be allowed to participate • Financial ability or standing cannot be determining factor for faculty member’s participation in an APU • Should funding problems arise for any member of an APU, APU must cover any shortfall since all members must be retained in APU • Options for faculty members with funding problems: • Coverage from sources available to entire APU • Voluntary reduction in percentage of appointment • Entire APU drops to a lower scale

6. Business Plan • Financial projections must show ability to meet all the following obligations for at least 3 years, and on a rolling basis: • Ability to fund salary at proposed APU scale for all members of APU • Any potential assessment costs related to 415(m) restoration • Any potential assessment that might be reestablished for salary above Scale 3 (while reserve assessment has been suspended the past three years, it could be re-established at any time) • APU must have a plan in place should one or more faculty members experience funding problems • Because of financial implications (e.g. 415m, backstopping APUs, etc.), APUs should be limited to departments and divisions

7. Financial Exigencies • In cases where a faculty member no longer has funding available to fund Y’ the following will apply: • In the first year, the other APU members will provide the necessary funding to maintain the faculty member in the current APU • In the second year, the faculty member has two choices: • a) Reduce the percent of appointment to maintain the current APU or • b) Move to a lower, qualified APU

8. Approvals • Department Business Officer (DBO) must endorse all business plans related to proposed APU • Department Chair must approve all proposed APUs prior to submitting for final approval • Deputy Vice Chancellor and Dean for Faculty and Student Matters has ultimate authority for approval in the Health Sciences

9. Implementation • All proposals for new APUs must be submitted during budget period of each fiscal year • Newly established APUs are effective July 1st of following fiscal year • APUs may ‘move up’ no more than one scale per fiscal year

10. Chairs, Deans and ORU Directors’ APU

11. Criteria/Eligibility • Department Chairs appointed by Vice Chancellor for Health Sciences are eligible • Deans appointed by Vice Chancellor for Health Sciences are eligible • ORU Directors appointed by Vice Chancellor for Health Sciences are eligible • Former Chairs, Deans and ORU Directors are eligible

12. General Principles • Chairs and Deans APU is set at Scale 6 • Except for surgical chair APU of 7 which applies to chairs of UCSD Departments of Ophthalmology, Orthopaedic Surgery, Reproductive Medicine and Surgery • Appointed Chairs, Deans and ORU Directors are guaranteed into APU for at least 3 years • Appointed Chairs, Deans and ORU Directors who are eligible for Chairs/Deans/Directors’ APU can elect to participate in their own department or division APU

13. Financial Principles • Financial liability for Y’, and any resulting 415(m) liability or expense, are responsibility of department • Chairs and ORU Directors stepping down from appointments are allowed continued participation in Chairs and Directors APU so long as financially feasible • Financial feasibility includes ability to sustain additional covered compensation of Y’ (difference between scale 3 and Chair and Director APU scale) and any assessment cost related to 415m liability • If not financially feasible, Chair or Director will return to the Department or Division APU scale

14. Financial Principles • Dean’s Office, in conjunction with Department, is responsible for ensuring salary levels supporting scale 6 are sustainable for minimum 3 years and extending up to duration of Dean appointment • Dean appointees allowed to remain with department or division APUs if they elect • Deans stepping down from appointments may continue to participate in Deans APU as long as it is financially feasible • Financial feasibility includes ability to sustain additional covered compensation of Y’ (difference between scale 3 and Dean APU scale) and any assessment cost related to 415m liability, except for period of service defined in bullet on next slide • If not financially feasible, Dean will return to the Department or Division APU scale

15. Financial Principles • Financial liability for the Dean’s Office period of service directly related to 415(m) is the responsibility of the Dean’s Office • This includes liability related to Dean appointment AFTER stepping down from appointment • Calculations on this liability are responsibility of Dean’s Office, and communication to Departments is made annually