January 2026 - CAES Dean Assignment Update
For MIV, UC Recruit, OATS, Worklife Forms. Please make sure to add the Associate Dean in the approval routing for Recruit actions.
- Amanda Guyer (Human and Social Sciences): ANS, ARE, FST, NUTR
- Anne Todgham (Agricultural Sciences): ESP, PLP, PLS, VEN
- Marcel Holyoak (Environmental Sciences): BAE, ETOX, ENT-NEM, HE, LAWR, WFCB, Deans Offices)
November 2025 - NEW: Good Standing Policy
The Office of Academic Affairs recently issued a new Good Standing Policy that establishes requirements for faculty to remain current on mandated training and to comply with all relevant university obligations. The policy, developed through extensive consultation with the Academic Senate and aligned with APM 672 – Negotiated Salary Program (NSP), defines “good standing” for all academics, including those not participating in the NSP.
To be in good standing, faculty must:
- Meet departmental and dean expectations for academic duties (research, teaching, service, etc.).
- Be current on all required training and reporting.
- Comply with all applicable University policies.
- Have a completed Oath and Patent Acknowledgment on file.
- Not be under any current disciplinary sanction.
- Meet good standing requirements under the Health Sciences Compensation Plan (if applicable).
Areas affected by good standing status include:
- Eligibility for new or renewed endowed appointments.
- Range adjustments on off-scale and above-scale salaries.
- Participation in salary equity programs.
- Eligibility for discretionary (non-medical) leaves, including sabbatical and professional development leaves.
- Eligibility for new academic administrative or leadership appointments.
- Approval of new outside professional activities.
In each area, eligibility is restored only after good standing is regained; adjustments are not retroactive. The policy also outlines how good standing is assessed and reinstated.
For more information, please visit the Academic Affairs website which includes an FAQ'ssection.
July 2025 - Retroactive or Non-Research Funds for Additional Compensation
- Departments should send an email to the CAES Academic Personnel team at: [email protected]. (Please do not send requests to CAES Docs email or directly to Executive Associate Dean, Jason Bond).
- The email should include the following information:
- Faculty Name
- Department
- Reason for Request: Indicate whether it is a retroactive request or a request to use non-research funds.
- Chart string for the funding source.
- Brief justification: Explain the reason for the retroactive request or why the specific chart string is being used.
- Month(s) the request pertains to.
- CAES Academic Personnel will review the request for compliance and obtain approval from the Executive Associate Dean.
CAES Academic Personnel will notify the department of the outcome.
May 2025 - Statements (DEI, Candidates, Opportunities)
DEI Statements
Starting in 2025-2026, standalone DEI Statements are no longer allowable for use in academic advancement packets and there will not be an option to upload a standalone DEI Statement in MIV. Contributions to DEI should be included within the (optional) Candidate Statement and/or the (optional) Statement of Public and Global Impact. The page limit for Candidate Statements will be increased to six pages.
Statement of Achievements Relative to Opportunities
Starting in 2025-2026, a new optional statement will be available in MIV called the Statement of Achievements Relative to Opportunities. This statement subsumes the COVID Opportunities and Challenges Statement and the Strike Impact Statement which will both be removed from MIV. This statement can also be used to address how the recent changes to the federal research funding environment have affected faculty. More information about this statement will be posted on the Academic Affairs Website (https://academicaffairs.ucdavis.edu/guidance-optional-statements) once it available.