EE Division Senior AP Analyst - San Francisco, United States - InsideHigherEd

InsideHigherEd San Francisco, United States

4 weeks ago

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Description

EE Division Senior AP Analyst (7716U) Job Department of Electrical Engineering and Computer Sciences (EECS) About Berkeley

At the University of California, Berkeley, we are committed to creating a community that fosters equity of experience and opportunity, and ensures that students, faculty, and staff of all backgrounds feel safe, welcome and included. Our culture of openness, freedom and belonging make it a special place for students, faculty and staff.

The University of California, Berkeley, is one of the world's leading institutions of higher education, distinguished by its combination of internationally recognized academic and research excellence; the transformative opportunity it provides to a large and diverse student body; its public mission and commitment to equity and social justice; and its roots in the California experience, animated by such values as innovation, questioning the status quo, and respect for the environment and nature. Since its founding in 1868, Berkeley has fueled a perpetual renaissance, generating unparalleled intellectual, economic and social value in California, the United States and the world.

We are looking for equity-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present in our community. When you join the team at Berkeley, you can expect to be part of an inclusive, innovative and equity-focused community that approaches higher education as a matter of social justice that requires broad collaboration among faculty, staff, students and community partners. In deciding whether to apply for a position at Berkeley, you are strongly encouraged to consider whether your values align with our Guiding Values and Principles, our Principles of Community, and our Strategic Plan.

At UC Berkeley, we believe that learning is a fundamental part of working, and our goal is for everyone on the Berkeley campus to feel supported and equipped to realize their full potential. We actively support this by providing all of our staff employees with at least 80 hours (10 days) of paid time per year to engage in professional development activities. To find out more about how you can grow your career at UC Berkeley, visit

Departmental Overview

The Department of Electrical Engineering and Computer Sciences (EECS), in both the College of Engineering and the College of Computing, Data Science, and Society (CDSS) is the largest academic department on the Berkeley campus, consisting of over 130 faculty, active emeriti, professors-in-residence, and adjunct professors, 3600+ undergraduates in both Engineering and CDSS, 800 graduate students, and 60+ staff. EECS programs are consistently ranked in the top three by many measures, including U.S. News & World Report's national and global ranking. Annual operating budget (not including expenditures related to research. faculty start-ups, and student fellowships) for EECS is $40+ million.

The Department is actively engaged in teaching and research in the disciplines of Artificial Intelligence, Computational Biology, Databases, Graphics, Hardware / Architecture, Human-Computer Interaction, Operating Systems / Networking, Programming Systems / Software, Scientific Computing, Theory, Vision (in Computer Science) as well as Biosystems, Communication/Networking, Communications/Physical Layer, Control, Design, Modeling, and Analysis, Electromagnetics/Antennas, Integrated Circuits, Optics, Physical Electronics Devices, Physical Electronics/MEMS, Optoelectronics, Energy, Robotics, Signal Processing for Image & Video, Signal Processing for Speech & Audio (in Electrical Engineering). Computer Science operates research and instructional laboratories in Soda Hall and Sutardja Dai Hall, and Electrical Engineering operates similar facilities in Cory Hall and Sutardja Dai Hall. EECS also has a significant technical staff support structure to provide support for research and instructional laboratories and fabrication facilities.

**This position has a hybrid work schedule of 40 hours per week, 3 days on campus; 2 days remote**

Application Review Date

The First Review Date for this job is: 3/8/24 - Open Until Filled

Responsibilities

40% Academic Personnel Management: Manages academic personnel administration which is essential to the success of faculty advancement cases and salary increases, faculty retention and recruitment, with attention to fairness and equity across large, multi-faceted faculty having an international reputation to maintain. Independently determines when required academic personnel actions for Electrical Engineering faculty must take place, including identifying candidates for early promotion or acceleration. Initiates such actions, analyzes and synthesizes both qualitative and quantitative data relevant to such actions, and makes initial assessment of cases' strength and weakness. Advises faculty members on preparing self-evaluations. For the Chair, independently drafts merit and promotion recommendation letters, applying broad knowledge of multiple disciplinary areas. Investigates problems or complaints involving academic appointees, provides feedback to management, makes strategic recommendations. Counsels Senate and non-Senate faculty and other academic employees concerning complex and/or sensitive work-related or career-related issues.

Analyzes faculty appointment, merit, and promotion cases. Independently prepares full-scale drafts of Chairs' recommendation letters for all faculty appointments and advancements utilizing advanced knowledge of UC Academic Personnel policy and department precedent and principles. Analyzes case documents for accuracy, completeness, and adherence to policies and procedures of the Standing Orders of the Regents, the UC Academic Personnel Manual (APM), the Berkeley campus, the College of Engineering and the College of CDSS, the Department of EECS and the Electrical Engineering Division. Anticipates, identifies and resolves potential problems that might arise in later stages of the review process.

Analyzes leave accrual / usage, informs faculty re sabbatical leave credits. Determines and anticipates need for credit deferral requests and submits those on Chair's behalf. Monitor implications and terms of various leaves including ASMD, Industrial, and the little-known Leave In Lieu of Sabbatical for Lecturers with Security of Employment. Administers required reporting procedures, salary percentages, and lengths of leave available. Monitors compliance with UC policies. Tracks fiscal impact and advises Chair and Department Manager on impact to department budget and/or Salary Savings.

Advises Senate faculty and non-Senate Unit-18 Lecturers on UC employment related matters. Notifies academic appointees of policy changes related to benefits and retirement and responds to inquiries. Initiates action regarding notification of appropriate authorities in cases of emergency, injury or death. Oversees coordination of summer salary appointments with ERSO funding administrators. Coordinates vice chair appointments and related stipends. Oversees the assignment of acting Chairs.

Advises on matters related to new faculty startup packages, exceptional removal expense, housing, spousal placement, and benefits of employment; devises language and drafts for letters of commitment. Advises Chair on complex appointments involving partner placement and the coordination of multiple funding sources among campus units. Processes or oversees time-sensitive requests for exceptional permissions to recruit and visa and permanent resident issues. Secures exceptional approvals as necessary.

Conducts investigations into complaints involving academic appointees; provides feedback to management and makes strategic recommendations.

Interprets APM and University and Senate directives for the faculty and advises faculty of their rights and responsibilities. Serves as custodian of faculty files and records, ensuring the integrity and confidentiality of the department's review procedures and its academic personnel files as required by Senate by-laws.

Coordinates hiring and payroll actions for multi-location appointments. Initiates actions for reviews and compensation for submission through the college, organized research units, APO, campus payroll and accounting units. Oversees hiring and payroll functions for departmental- and affiliate-appointments. Oversees the progress of actions through the college, ORUs, and campus offices

Oversees nomination processes for all EECS faculty for Committee on Research grants and awards and Miller Institute programs.

Temporary Academic Staffing (TAS) budget: drafts TAS proposals using historical knowledge of visiting faculty/Lecturer utilization and unit academic priorities.

Serves as expert consultant and resource on academic personnel issues for the Dept. of EECS and for Electrical Engineering; provides guidance on development and implementation of policy and procedures.

Serves as a resource and technical expert to staff in other COE departments and other campus units on the application of academic personnel policy.

Oversees employment actions related to international faculty.

30% Faculty Recruitment Management:

Oversees and conducts all EE faculty recruitment activities.

Devises recruitment strategies including ad language and placement as well as outreach efforts aimed at women and underrepresented minority groups. Works with the campus's Office of Faculty Equity and Welfare and departmental diversity officers or committees to implement strategies to improve outreach.

Provides policy guidance to faculty search committees and oversees conduct of interviews.

Coordinates joint appointment activities with related units and initiatives (i.e. LNBL, ERSO, other COE or campus departments) Makes recommendations with respect to rank and step for new faculty appointments, using judgment to maintain salary equity. Advises Chair on candidate negotiations.

Oversees and utilizes the department's proprietary database for faculty recruiting, as well as utilization of campus APRecruit and APSearch processes.

Oversees preparation of cases for new appointments.

15% Divisional AP Liaison and Staff Supervision:

Serves as Electrical Engineering Academic Personnel liaison with COE, CDSS, and L&S Dean's Office, campus departments, Academic Personnel Office (APO), HCM-Academic Personnel specialist, campus Budget Office, or EVC&P, or other units as appropriate, to resolve complex Academic Personnel problems/grievances, funding allocations, appointment /recruiting issues. Makes critical decisions and directs staff in compliance with departmental policy. Serves as consultant for manager and Chairs regarding precedents and/or changes to policy; provides guidance on development and implementation of policy and procedures.

Provides interpretation of complex and sometimes unspecific Academic Personnel policies and procedures with risk management exposure for the campus, such as final appraisal and security-of-employment reviews, Leaves w/o Pay, Leave-in-Lieu-Of-Sabbatical.

Identifies unusual and special needs of faculty (i.e. immigration issues, personal issues), engages department and College leadership, proposes remedies which may require exceptional approval from the Chancellor or UC Office of the President.

Advises Chair on campus programs aimed at avoiding loss of faculty members to outside institutions and approaches to tailoring retention packages to given faculty situations.

Consults with units such as the Title IX compliance office, the Committee on Faculty Welfare and/or committees of the Academic Senate.

Acts as the unit's Labor Relations officer with respect to academic complaints or grievances. Mentors/provides guidance to Chair's Assistants, who encounter a range of situations involving faculty members' requests which may involve Academic Personnel issues.

Liaison with ERSO staff to coordinate correct payment of EE faculty Research Leaves and proper preparation of faculty materials with which they may be asked to assist.

Contributes to career staff work on submission of faculty awards to outside entities.

Serves as the EE AP team lead and partners with other AP analysts on various AP cases and projects.

Supervises EE AP Analyst team members who are responsible for general Academic HR, faculty awards, and course support related functions. Oversees and directs the group with responsibility for quality and quantity of work. Trains staff and creates an effective teamwork environment. Provides guidance on performance standards, develops performance plans and evaluates performance, including providing feedback and coaching. Makes recommendations for employee incentive awards and salary increases including merits and reclassifications.

10% Strategic Planning and Analysis: Makes recommendations to Chairs/Director of Administration that affect the strategic direction of the organization.

Advises department committees, Chair and Manager in formulating short-and-long range plans involving the academic personnel needs. Keeps abreast of continuing and new directives from the Academic Senate and appropriate campus administrators. Recommends and/or implements changes as appropriate.

Develops rationales and data for, and composes, letters and communications regarding off-cycle faculty FTE requests or Search waivers

Identifies and utilizes precedent-setting situations to recommend new organizational procedures and practices or to improve the effectiveness and efficiency of academic personnel administration within the complex EECS department and/or Electrical Engineering. Directs and shapes the implementation of interactive web-based tracking systems to manage information pertaining to faculty research, teaching, service contributions.

Develops departmental policies outlining governance structure and workload. Monitors salary, administrative faculty appointments, and awards and updates the EECS faculty database for all Electrical Engineering faculty data. Makes policy recommendations on faculty recruitment strategies. Ensures that federal and campus hiring and affirmative action policies are met. Performs analysis of peer institutions.

Provides advice to Chair and management and recommends strategies for addressing sensitive situations involving academic appointees and/or requesting exceptions to policy. Advises Chair on campus policy and departmental precedents to avoid inequitable situations among faculty and/or potentially litigable circumstances.

Develops formal language for Faculty Start-up Package requests and commitments. Serves on steering and planning committees for campus initiatives regarding academic personnel.

5% Special Projects:

Carries out special projects as needed by the Department Director of Administration.

Participates in the selection and/or guidance of new employees and provides staff training as it pertains to Academic Personnel or Visiting Scholar/Postdoc appointees.

Provides input on relevant staff development performance evaluations.

Keeps abreast of Visiting Scholar and Postdoctoral policies and procedures; writes/revises departmental websites as needed.

Oversees departmental benefits coordination for faculty, including worker's comp issues/claims.

Serves as back up in the absence of the Department Director of Administration or Computer Science Academic Personnel Analyst.

Required Qualifications

Requires advanced knowledge of and ability to apply/interpret system wide, campus and college policies and procedures which govern academic personnel in the University of California, including in-depth knowledge of campus and system written and unwritten Academic Personnel policies, guidelines and procedures.
Complete understanding of the academic review process.
Advanced knowledge of campus and College goals, priorities, values and legal and human implications of decisions.
Ability to analyze complex management issues; develop project scope and solutions, give professional advice to senior officials and make critical decisions regarding personnel.
Knowledge of trends in academia, especially in areas of academic planning, faculty management and administration.
Able to provide guidance and coaching on process and policies to individual academics, management and committees.
Demonstrated initiative and planning skills, as well as political acumen for assessing strategic options.
Excellent analytical and communications skills for developing and presenting compelling oral and written arguments for case materials and policy documents.
Ability to communicate effectively with diverse audiences.
Able to interpret complex academic HR policies and procedures with risk management exposure to the campus.
Sound judgment/ decision making, analytical, problem solving, critical thinking and resource management skills.
Extraordinary discretion, tact, and ability to maintain confidentiality.
Attention to detail and ability to prioritize multiple tasks and meet competing and strict deadlines.

Preferred Qualifications

Bachelors degree in related area or at least five years of progressively responsible experience in an academic business environment and/or equivalent experience/training.

Salary & Benefits

For information on the comprehensive benefits package offered by the University, please visit the University of California's Compensation & Benefits website.

Under California law, the University of California, Berkeley is required to provide a reasonable estimate of the compensation range for this role and should not offer a salary outside of the range posted in this job announcement. This range takes into account the wide range of factors that are considered in making compensation decisions including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, analysis of internal equity, and other business and organizational needs. It is not typical for an individual to be offered a salary at or near the top of the range for a position. Salary offers are determined based on final candidate qualifications and experience.

The budgeted salary or hourly range that the University reasonably expects to pay for this position is $95,300 - $136,700.

How to Apply

To apply, please submit your resume and cover letter.

Referral Source info

This job is part of the Employee Referral Program. If a UC Berkeley employee is referring you, please ensure you select the Referral Source of "UCB Employee". Then enter the employee's Name and Berkeley email address in the Specific Referral Source field. Please enter only one name and email.

Conviction History Background

This is a designated position requiring fingerprinting and a background check due to the nature of the job responsibilities. Berkeley does hire people with conviction histories and reviews information received in the context of the job responsibilities. The University reserves the right to make employment contingent upon successful completion of the background check.

Equal Employment Opportunity

The University of California is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status. For more information about your rights as an applicant, please see the U.S. Equal Employment Opportunity Commission poster.

For the complete University of California nondiscrimination and affirmative action policy, please see the University of California Discrimination, Harassment, and Affirmative Action in the Workplace policy.

To apply, visit

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