Source: http://www.lbl.gov/LBL-Work/RPM/R2.07.html
Timestamp: 2014-03-07 14:42:11
Document Index: 98236151

Matched Legal Cases: ['§2', '§2', '§2', '§2', '§2', '§2', '§2', '§2', '§2', '§2', '§2', '§2', '§2', '§2', '§2', '§2', '§2', '§2']

RPM §2.07. Professional Research Staff (Revised 2/12)
Revised 2/12 General
Career-Track Position
Midterm and Promotional Reviews Laboratory and Division Staff Committees
Membership of the Laboratory Staff Committee Division Staff Committees
Role of the Division Staff Committees
Membership of Division Staff Committees Types of Professional Research Staff Positions
Research Scientist/Engineer (Career-Track)
Appointment and Promotion Midterm Review
Promotion to Research Scientist/Engineer (Career) Work Deferment Expiration/Termination of Appointment
Research Scientist/Engineer (Career)
Correction Action and Dismissal
Work Deferment Reduction in Force Staff Scientist/Engineer (Career-Track)
Promotion to Staff Scientist/Engineer (Career) Work Deferment Expiration/Termination of Appointment Staff Scientist/Engineer (Career)
Work Deferment Reduction in Force Divisional Fellow (Career-Track)
Promotion to Senior Scientist/Engineer Senior Scientist/Engineer (Career)
Work Deferment Reduction in Force Decision to Implement Reduction
Employee Comments on Adequacy of Plan
Laboratory Staff Committee Review
Laboratory Director's Review
Confirmation of Layoff
Completion of the Employee Plan Distinguished Scientist/Engineer (Career)
Work Deferment
Reduction in Force Appointments of University of California Faculty
University of California Faculty Faculty Scientist/Engineer
Faculty Senior Scientist/Engineer
Termination Due to Lack of Funding Joint Laboratory/UC Faculty Appointments Description
Appointment/Qualifications
Performance/Conduct Issues
Termination Due to Lack of Funding Project Scientist/Engineer
Work Deferment Termination of Appointment Visiting Faculty and Visiting Researcher
Termination of Appointment A. GENERAL
This section defines the various categories of Laboratory professional
research staff positions including descriptions of the qualities and
characteristics appropriate for employees in each category. Procedures
for hires, promotions, and other personnel actions are delineated and the roles
of the Division Staff Committees and Laboratory Staff Committee are
described. This policy applies to Scientists/Engineers in the SXX.X and RXX.X Job
Classification Series.
2. Applicability of Other Policies
This policy is intended to supplement and not to conflict with applicable
University and Laboratory human resources policies and procedures. For
dismissals for conduct or performance reasons, refer to RPM
§2.05 (Management/Employee Relations). For terminations, including
reductions in force, refer to RPM
§2.21 (Terminations). For other applicable Laboratory policies and
procedures, refer to specific sections of the RPM.
Career position (See
RPM 2.01(D)(1).)
A career-track position as a Research Scientist/Engineer (Career-Track) or
Scientist/Engineer (Career-Track) or Staff Scientist/Engineer (Career-Track)
is a term appointment of a minimum of one year to a maximum of five years (during
which the employee’s performance is evaluated for promotion to a career
position). Time spent in Postdoctoral Fellow appointments is excluded
from the five-year limit. A Divisional Fellow position is a career-track
position. For information on the length of this appointment, refer to Paragraph (C)(6) below. A promotion to a career position
may take place at any time during the appointment term; however, if the
employee is not promoted, the employee’s appointment will automatically
expire at the end of the appointment term. If an employee resigns or
their appointment is terminated during the appointment term and returns in
another career-track position, the previous period of employment counts towards
the five-year maximum (see RPM
§2.01(B)(4)). It is within the Laboratory’s sole discretion not
to extend career-track appointments or not to promote career-track appointees
as long as the reasons for non-extension or non-promotion are not in violation
of Laboratory policy.
When used with regard to professional research staff, a promotion occurs
when a career-track employee advances to a career position as well as when a
career employee advances to a higher-level career position.
a. Suitable Search A national search is required for hires into both career-track and career
Research Scientist/Engineer and Divisional Fellow appointment series. An
international search is required for hires into both career-track and career
Staff Scientist/Engineer, Senior Scientist/Engineer, and Distinguished
Scientist/Engineer appointment series. A prior search for Postdoctoral
Fellows does not qualify as a suitable search for career-track or career
positions. See
Suitable Search Guidelines and Scientist-Engineer
Suitable Search Checklist.
b. Midterm and Promotional Reviews
Procedures for midterm and promotional reviews of Research
Scientists/Engineers (Career-Track), StaffMarkScientists/Engineers (Career-Track),
and Divisional Fellows are listed
here and in the description of each appointment type below. See Scientist/Engineer
Midterm Review Guidelines and Scientist/Engineer
Midterm Review Checklist. See Scientist/Engineer
Promotion Guidelines and Scientist/Engineer
Promotion Checklist.
B. LABORATORY AND DIVISION STAFF COMMITTEES 1. Laboratory Staff Committee
The Laboratory Staff Committee
Advises the Laboratory Director on matters concerning
Laboratory-wide consistency in the quality of the scientific staff and on
Division procedures for selection and appointment.
Reviews the numerical balance of Distinguished and Senior
Scientist/Engineer employees in each Division in terms of its needs and resources.
Reviews all recommended appointments and dismissals for
Divisional Fellows, Senior Scientists/Engineers, Distinguished
Scientists/Engineers, Faculty Senior Scientists/Engineers, and for Joint
Laboratory/UC Appointments (50/50) for Faculty Senior Scientists/Engineers
found below in Paragraph (C)(9)(d). Upon request,
the Committee will meet with the affected individuals.
Reviews all proposed reductions in force of Distinguished and
Senior Scientists/Engineers and all proposed terminations due to lack of
funding of Joint Laboratory/UC Appointments (50/50) for Faculty
Scientists/Engineers and Faculty Senior Scientists/Engineers found below in Paragraph (C)(9)(d). Upon request, the Committee will
meet with the affected individuals. b. Membership of the Laboratory Staff
The Laboratory Staff Committee is appointed by the Laboratory Director, who
selects one committee member from each of the scientific Divisions and
one committee member from Engineering.
The Laboratory Director selects each division’s member from two candidates proposed by the Division Director. The candidates will be either a Senior Scientist/Engineer, Faculty Senior Scientist, or Distinguished Scientist/Engineer. The Laboratory Director may appoint three additional members chosen at large from the Laboratory’s Distinguished Scientists/Engineers, Senior Scientists/Engineers, and Faculty Senior Scientists/Engineers, and may designate one of the at-large members as Chair.
Members are appointed for up to three years and may be considered for
2. Division Staff Committees
a. Role of the Division Staff
The Division Staff Committees
Make recommendations to the Division Director concerning
the following appointments: Research Scientist/Engineer (Career-Track),
Research Scientist/Engineer (Career), Staff Scientist/Engineer
(Career-Track), Staff Scientist/Engineer (Career), Divisional Fellow,
Senior Scientist/Engineer, Distinguished Scientist/Engineer, Faculty
Scientist/Engineer, Faculty Senior Scientist/Engineer. Advise the Division Director on searches for career-track
and career scientist/engineer positions and the final recommendation of
Make recommendations to the Division Director regarding
the promotion of career-track term employees to career status.
b. Membership of Division Staff
Members of the Division Staff Committee are appointed by the Division
Director from among the Division’s Distinguished and Senior
Scientists/Engineers and Faculty Senior Scientists/Engineers. Selection
procedures and length of service on Division Staff Committees are at the
discretion of the Division Director.
C. TYPES OF PROFESSIONAL RESEARCH STAFF POSITIONS The Berkeley Lab Scientific Career Path chart illustrates the relationships
among the categories below. Dotted lines indicate promotional
possibilities for scientists/engineers in career positions. (See cited
sections of this policy for additional information.)
to download a PDF of the Berkeley Lab Scientific Career Path chart.
Information on the Postdoctoral Fellow appointment has been moved to RPM §2.28 (Postdoctoral Fellows).
2. Research Scientist/Engineer
(Career-Track)
Research Scientist/Engineer is an entry-level, career-track position for
professionals with broad knowledge in a field of specialization. b. Qualifications
A Research Scientist/Engineer (Career-Track) will usually have the highest
customary degree for his or her field. A Research Scientist/Engineer
(Career-Track) will have broad knowledge in his or her field of specialization
with a good understanding of the relevant basic concepts, principles, and
c. Appointment and Promotion
The Research Scientist/Engineer position is a career-track term position
with a maximum length of five years. The initial appointment must be for
at least one year but may be renewed up to the full five-year term. Based
on performance, a Research Scientist/Engineer (Career-Track) will be considered
for promotion to Research Scientist/Engineer (Career) within five years and
will receive a written midterm review of performance and prospects for
promotion no later than the end of three years from the initial hire in
accordance with the Procedures for Midterm and Promotional Review. The
midterm review and promotional review are in addition to the annual
performance review (see RPM
§2.03 (Employee Performance Evaluations)). If a Research Scientist/Engineer (career-track) employee is on an approved paid or unpaid leave of absence for one month or longer, his or her appointment may be extended by the length of the leave but only up to one year beyond the five-year maximum. Midterm Review
At least 120 days prior to the end of the third
year, the Division Staff Committee must have completed a midterm review of the
work of the Research Scientist/Engineer (Career-Track) and provide the Division
Director the midterm review. The Division Director must provide the employee
with a written statement of the prospects for promotion to career position. See Scientist/Engineer
Midterm Review Checklist.
Scientist/Engineer (Career) At least 120 days before the end of the fifth year,
the Division Staff Committee must complete a final review of the work of the
Research Scientist/Engineer and recommend to the Division Director for or
against promotion to Research Scientist/Engineer (Career). If the Division Director concurs with a
recommendation for promotion, he or she so informs the Research
Scientist/Engineer in writing at least 90 days prior to the end of the
If the Division Director concurs with a
recommendation against promotion, the Research Scientist/Engineer must be given
written notice at least 90 days prior to the end of the appointment.
See Scientist/Engineer
d. Work Deferment
Scientist/Engineer (Career-Track) employee shall be given written notice of the
effective date and the ending date of a temporary work deferment or temporary
reduction in time. Notice shall be provided at least 15 calendar days before
the effective date or pay in lieu of notice. A temporary work deferment or
temporary reduction in time shall not exceed four calendar months. See RPM
2.29 (Work Deferment Policy).
e. Expiration/Termination of Appointment Research Scientist/Engineer (Career-Track) appointments
end automatically on the current expiration date unless the employee is
given advance written notice that the appointment will be extended.
The employment of a Research Scientist/Engineer
(Career-Track) may be terminated before the end of the employee’s
appointment for disciplinary reasons or substandard performance of which
the employee has been advised as provided in RPM
§2.05(C). The appointment may also be terminated early for
lack of funds, lack of work, or changes in operational/business needs,
in which case at least 90 days' written notice will be given prior to
3. Research Scientist/Engineer
The Research Scientist/Engineer (Career) position is a career position for
professionals with broad knowledge in a field of specialization. Assigned
work is predominantly intellectual and varied, rather than standardized and
routine, and requires professional judgment and decision-making. Research
Scientists/Engineers (Career) may supervise technical staff and be responsible
for laboratory or facility operations, but will not normally have Principal
Investigator status. b. Qualifications
A Research Scientist/Engineer (Career) will usually have the highest
customary degree for his or her field of specialization, and a demonstrated
ability to independently carry out creative research within an established
framework. Laboratory or facility managers will have demonstrated
experience in laboratory or facility management.
Appointment as a Research Scientist/Engineer (Career) may be through a
direct hire or a promotion from Research Scientist/Engineer
(Career-Track). The appointment must be approved by the Division Director
with the advice of the Division Staff Committee.
While this is the highest position that many scientists and engineers at the
Laboratory may attain, Research Scientists/Engineers (Career) who develop an
independent research program; are recognized outside LBNL for exceptional
scientific or technical expertise; and/or are successful in obtaining funding
may be considered for promotion to Staff Scientist/Engineer (Career).
e. Corrective Action and Dismissal
§2.05(C) and (D))
f. Work Deferment
Scientist/Engineer (Career) employee shall be given written notice of the
reduction in time. Notice shall be provided at least 15 calendar days
before the effective date or pay in lieu of notice. A temporary work deferment
or temporary reduction in time shall not exceed four calendar months. See
RPM 2.29 (Work Deferment
Proposed layoff of Research Scientists/Engineers (Career), pursuant to RPM
§2.21(B), will be approved by the Division Director. Written notice
of such action will be given at least 90 days prior to date of layoff. The Division will make reasonable efforts to obtain suitable employment in
another program within the Division for any Research Scientist/Engineer
(Career) who otherwise would be terminated for lack of funds or termination of
a project or program. 4. Staff Scientist/Engineer
(Career-Track) a. Description
Staff Scientist/Engineers (Career-Track) are professionals with competence
and skills in specialized areas of research and development relating to the
programmatic needs of the Laboratory. Employees at this level may serve
as project or group leader, be assisted by other scientists and engineers and
support staff, have principal investigator status, and directly supervise other
professionals, technical support staff, or students. b. Qualifications
This position is for fully qualified and independent scientists or engineers
with recognized technical expertise who are capable of leading independent
research and development work. Typically, an individual entering or being
promoted to this level has at least five years of relevant professional
experience beyond the customary highest degree appropriate to the
candidate’s discipline.
The Staff Scientist/Engineer (Career-Track) is a position with a maximum
length of five years. The initial appointment must be for at least one
year but may be for any length up to the full five-year term. Based on
performance, a Staff Scientist/Engineer (Career-Track) will be considered for
promotion to Staff Scientist/Engineer (Career) within five years and will
receive a written midterm review of performance and prospects for promotion no
later than the end of three years from initial hire in accordance with the
Procedures for Midterm and Promotional Review. The
§2.03 (Employee Performance Evaluations)).
If a Staff Scientist/Engineer (career-track) employee is on an approved paid or unpaid leave of absence for one month or longer, his or her appointment may be extended by the length of the leave but only up to one year beyond the five-year maximum. Midterm Review
year, the Division Staff Committee must have completed a review of the work of
the Staff Scientist/Engineer (Career-Track) and provide the Division Director
the midterm review. The Division Director must provide the employee with
a written statement of the prospects for promotion to Staff Scientist/Engineer
(Career).
Scientist/Engineer (Career)
At least 120 days before the end of the fifth year,
the Division Staff Committee must have completed a review of the work of the
Staff Scientist/Engineer (Career-Track) and recommend to the Division Director
for or against promotion to Staff Scientist/Engineer (Career). If the Division Director concurs with a
recommendation for promotion, he or she refers the recommendation to the
Laboratory Director who makes the final decision on the appointment.
recommendation against promotion, the Staff Scientist/Engineer (Career-Track)
must be given at least 90 days' advance written notice prior to termination.
RPM 2.29 (Work Deferment Policy).
e. Expiration/Termination of Appointment Staff Scientist/Engineer (Career-Track) appointments end
automatically on the current expiration date unless the employee is
notified in advance in writing that the appointment will be extended.
The employment of a Staff Scientist/Engineer
§2.05(C). The appointment may be terminated early for lack of
funds, lack of work, or changes in operational/business needs, in
which case the employee will be given at least 90 days' advance written
5. Staff Scientist/Engineer (Career)
The Staff Scientist/Engineer (Career) is a position for professionals with
competence and skills in specialized areas of research and development relating
to the programmatic needs of the Laboratory. Staff Scientists/Engineers
(Career) may serve as project or group leaders, be assisted by other scientists
and engineers and support staff, have principal investigator status, and
directly supervise other professionals, technical support staff, or
students. b. Qualifications
with recognized technical expertise who play a leadership role in the
Laboratory’s research program. Typically, an individual entering or
being promoted to this level has at least five years of relevant professional
experience beyond the customary highest degree appropriate to the candidate’s
discipline. The individual is recognized as a resource or active impact
contributor in his or her own field as perceived internally by management and
peers and externally through conference presentations, publications in refereed
journals, invited lectures, and awards.
An action to hire or promote an individual into a Staff Scientist/Engineer
(Career) appointment is initiated by the Division Director and reviewed by the
Division Staff Committee. The appointment is approved by the Laboratory Director.
While this is the highest level that the majority of scientists and
engineers are expected to attain, Staff Scientists/Engineers (Career) with
significant experience and achievements in research and who play a leadership
role at the Laboratory may be considered for promotion to Senior
Scientist/Engineer. See Scientist/Engineer
e. Corrective Action and Dismissal (See
the effective date or pay in lieu of notice. A temporary work deferment
Proposed layoff of Staff Scientists/Engineers
(Career), pursuant to RPM
another program within the Division for any Staff Scientist/Engineer (Career)
who otherwise would be terminated for reasons of lack of funds or termination
of a project or program.
6. Divisional Fellow (Career-Track)
a. Description and Qualifications
An appointment as a Divisional Fellow is a career-track position for a
single five-year term may be given to an individual with outstanding promise
and creative ability in a field of scientific endeavor conducted by a Division.
The appointment will imply the intent of the Division to provide the research
and development support needed to enable the fellow to join an existing group
or to create an independent program consistent with the goals and capabilities
of the Division and consideration for promotion to Senior Scientist/Engineer.
It is not a requirement of this policy that each Division appoint any
Divisional Fellows.
If a Divisional Fellow (career-track employee) is on an approved paid or unpaid leave of absence for one month or longer, his or her appointment may be extended by the length of the leave but only up to one year beyond the five-year maximum. b. Appointment
Appointment of a Divisional Fellow will be made only after a national (or
international) search, which is then reviewed by the Division Staff Committee.
The case for the appointment is then transmitted by the Division Director to
the Laboratory Director. If the case appears to be in order, it is
transmitted to the Laboratory Staff Committee for further review and a
vote. The results of the Laboratory Staff Committee review are
transmitted to the Laboratory Director who will make the final decision on the
c. Expiration/Termination of Appointment
Termination of the Divisional Fellow appointment before expiration of the
term may be made for disciplinary reasons, as provided in RPM
§2.05(C) or for inadequate quality of research and development or other
service appropriate to the purposes of the Laboratory. In the latter
case, one year's written notice will be given. Decisions with respect to
early termination will be made by the Laboratory Director with advice from the
Division Director and Division Staff Committee. In each case, a review of
the proposed action will also be made by the Laboratory Staff Committee. d. Midterm Review
At least 120 days prior to the end of the third year, the Division Staff
Committee must have completed a review of the work of the Divisional Fellow and
provide the Division Director the midterm review. The Division Director
must provide the employee with a written statement of the prospects for
promotion to Senior Scientist/Engineer. See Scientist/Engineer
e. Promotion to Senior
Scientist/Engineer At least 120 days before the end of the fifth year, the Division Staff
Committee must complete a review of the work of the Divisional Fellow and
recommend to the Division Director for or against the promotion to Senior
Scientist/Engineer. If the Division Director concurs with a recommendation for promotion, he or
she refers the case for review by the Laboratory Staff Committee and decision
by the Laboratory Director (see RPM §2.07(C)(6)(b)
If the Division Director concurs with a recommendation against promotion,
the Divisional Fellow may be either promoted to Staff Scientist/Engineer (Career) following the promotion process for this position with approval by the Laboratory Director, or given at least 90 days' written notice that his or
her employment will end at the expiration of the five-year term.
7. Senior Scientist/Engineer (Career)
An appointment as a Senior Scientist/Engineer is a career position reserved
for scientists and engineers with significant experience and achievements in
research who play a leadership role at the Laboratory. b. Qualifications
Senior Scientists/Engineers are internationally recognized authorities and leaders in one or more scientific or engineering areas who have made major contributions to the Laboratory and the broader scientific/engineering community through their leadership and creativity.
Appointment to Senior Scientist/Engineer is initiated by the Division
Director, after review by the Division Staff Committee. It is reviewed by
the Laboratory Staff Committee and approved by the Laboratory Director. Because the Laboratory is funded on an annual basis according to fluctuating
program priorities, Senior Scientists/Engineers may be required to be flexible
in adjusting their research and development activities in order to continue in
this appointment. It is expected that a Senior Scientist/Engineer will respond
to changing directions of the Laboratory. d. Corrective Action and Dismissal (See
e. Work Deferment
A Senior Scientist/Engineer (Career)
may volunteer for temporary work deferment or temporary reduction in time. A
temporary work deferment or temporary reduction in time shall not exceed four
calendar months. See RPM 2.29 (Work Deferment
The Laboratory recognizes the great value to its mission of its Senior
Scientists/Engineers and seeks to retain them within the limits of the
availability of funds and the need to maintain the viability and excellence of
programs. Accordingly, the following special procedures are to be
followed whenever overall funding constraints involving a Senior Scientist/Engineer
appear imminent. These appointments may be terminated on approval of the
Laboratory Director for reason of lack of funds. These procedures contain
protections for Senior Scientist/Engineer both before and after a layoff notice
is issued. Throughout the process, all reasonable efforts are to be undertaken
by the Division to assist the employee in maintaining continued employment at
the Laboratory. These procedures supplement the Laboratory reduction-in-force
policy outlined in RPM
§2.21(B) (Reduction in Force). Special consideration will be given
to Senior Scientists/Engineers in case of lack of funding in the program in
which they work. This special consideration is outlined in the following
If lack of funding occurs, and the
Division Director determines that a Senior Scientist/Engineer must be laid off
in accordance with RPM
§2.21(B) (Reduction in Force), the Division Director initiates the
process for each affected Senior Scientist/Engineer by following the procedures
below: Employee Plan
The Division Director is
responsible for developing an employee plan that reviews in writing those
efforts already made and provides a description of future efforts to explore
opportunities for continued employment at the Laboratory for the Senior
Scientist/Engineer affected by layoff. The plan is to include the following
provisions: Interim Financial Support, Assignments, Expectations,
and Milestones. The amount of financial support for the Senior
Scientist/Engineer will be identified and cover at least the minimum time
period specified in this section. Specific job assignment, expectations, and
milestones for the interim period will be clearly defined. Reasonable time will
be allowed for the Senior Scientist/Engineer to seek continued employment
opportunities. Continued Employment Opportunities within the
Division. Plans to assist the Senior Scientist/Engineer in pursuing other
employment opportunities within the Division will be described, including
support for special training, if required. Other Opportunities within the Laboratory. Plans
to assist the Senior Scientist/Engineer in pursuing employment opportunities
within other Laboratory Divisions will be developed. These plans may include
assistance in preparing a professional resume package and introduction letters,
developing personal contacts by the Division Director, and allowing time to
interview with potential hiring groups. New or Supplemental External Funding.
Plans to assist the Senior Scientist/Engineer in pursuing new or supplemental
external funding to ensure continued employment will be detailed. Assistance
might include appropriate support for proposal preparation and exploratory
studies to supplement the proposals, personal contacts by the Division
Director, and travel for discussions and proposal presentations. Employee Notification Once the employee plan is
developed, the Division Director submits it, along with a notice of intent to
layoff that indicates the layoff date and the justification for the layoff, to
the Senior Scientist/Engineer and sends copies to the Laboratory Director and
the Laboratory Staff Committee. The layoff date will be at least 12 months from
the Division Director's notice to the employee. Employee Comments on Adequacy of Plan
will be given a two-week period to submit comments to the Division Director
regarding the adequacy of the employee plan. A copy of the response will be
provided to the Laboratory Director and Laboratory Staff Committee. Laboratory Staff Committee Review Based on review of
the materials from the Division Director and the employee's response, if any,
the Laboratory Staff Committee will, within six weeks after receiving the
materials from the Division Director, provide its comments to the Laboratory
Director regarding the adequacy of the employee plan.
Laboratory Director's Review After receiving the
materials from the Division, the Laboratory Director will, within eight weeks,
notify the Division Director of the Laboratory Director's concurrence,
non-concurrence, or recommendation to modify the layoff action. The Laboratory
Director will also convey comments, if any, on the adequacy of the employee
Confirmation of Layoff If it becomes apparent to the
Division Director that sufficient funding will not be forthcoming to continue
the employee’s employment, written confirmation of layoff must be given
to the employee no later than 90 days prior to the stated date of termination
given in the Division Director’s notice of intent to layoff.
Completion of the Employee Plan
period covered by the employee plan, the Division Director will submit a report
to the Laboratory Director and the Laboratory Staff Committee describing the
actions taken and their results.
8. Distinguished Scientist/Engineer
An appointment as a Distinguished Scientist/Engineer is a career position
reserved for the most exceptional Senior Scientists/Engineers who have a
sustained history of distinguished scientific and technical achievements and/or
have directly contributed to the Laboratory’s preeminence. b. Qualifications
Candidates for this position have extensive relevant professional
experience. A very small percentage of the professional research staff
are expected to qualify for this level. Length of service and continued
good performance at the senior level are not sufficient for advancement to this
level. Incumbents at this level are seen as nationally or internationally
recognized authorities and leaders in their field; their expertise is sought
after by professional colleagues.
Appointment to the Distinguished Scientist/Engineer level is initiated by the
Division Director, reviewed by the Division Staff Committee, and reviewed by
the Laboratory Staff Committee which makes a recommendation to the Laboratory
Director and approved by the Laboratory Director following the procedures for
Because the Laboratory is funded on an annual basis according to fluctuating
program priorities, Distinguished Scientists/Engineers may be required to be
flexible in adjusting their research and development activities in order to
continue in this appointment. It is expected that a Distinguished
Scientist/Engineer will respond to changing directions of the Laboratory. d. Corrective Action and Dismissal (See RPM
procedures that apply to Senior Scientist/Engineer in Paragraph
(7)(e) above
also apply to Distinguished Scientist/Engineer.
The procedures that apply to Senior Scientist/Engineer in Paragraph
(7)(f) above also apply to Distinguished Scientist/Engineer. 9. Appointments of University of California Faculty
a. University of California Faculty
Appointment as Laboratory Faculty Scientist/Engineer or Faculty Senior
Scientist/Engineer requires an individual to hold an active (non-UC retiree)
appointment in one of the following faculty titles or series:
Acting titles in the Professor series (Students who hold
the Acting Instructor title are not considered faculty.)
b. Faculty Scientist/Engineer Description
Faculty Scientists/Engineers are University of California
faculty members. They participate in the programs of the Laboratory with or
without salary support from the Laboratory. A Faculty
Scientist/Engineer may have an association of recent origin and/or an
association chiefly for conduct of research or engineering programs. Qualifications
Faculty Scientists/Engineers must be active University of California faculty members (see Paragraph(C)(9)(a)
above). Appointment
Appointment as a Faculty Scientist/ Engineer is
made by the Division Director with the recommendation by the Division Staff
Committee. The appointment is contingent on continued faculty appointment
and automatically ends upon termination of the individual’s campus
faculty appointment. The appointment may be made with or without salary
support from the Laboratory. The appointment of a Faculty Scientist/Engineer may
be terminated at any time at the discretion of the Division Director. At
least 90 days' written notice will be given, unless the Division Director
determines that exceptional circumstances dictate otherwise. c. Faculty Senior Scientist/Engineer Description
Faculty Senior Scientists/Engineers are University of California faculty members who have demonstrated outstanding creative
capability, leadership, and experience in activities appropriate to the
Laboratory's mission. A Faculty Senior Scientist/Engineer appointment will have
a well-established relationship with the Laboratory and an ongoing program of
research that productively involves Laboratory staff and resources. Faculty Senior Scientists/Engineers may also have a significant involvement in
the development of Laboratory policies, planning, or managerial
Faculty Senior Scientists/Engineers must be active University of California faculty members (see Paragraph(C)(9)(a)
Appointment as a Faculty Senior Scientist/Engineer
will be made only after careful consideration and recommendation by a Division
Staff Committee. The recommendation will be transmitted to the Laboratory
Director by the Division Director, with comments. The appointment will be made
by the Laboratory Director based on this advice and on the advice of the
Laboratory Staff Committee. The appointment may be made with or without salary
support from the Laboratory. The appointment is contingent on continued
faculty appointment. Termination of a Faculty Senior Scientist/Engineer
appointment is automatic upon termination of the individual’s campus
Dismissal (See
RPM §2.05(C))
Termination Due to Lack of
The Laboratory recognizes the great value to its
mission of its Faculty Senior Scientists/Engineers and seeks to retain them
within the limits of the availability of funds and the need to maintain the
viability and excellence of programs. Because the Laboratory is funded on an annual basis
according to fluctuating program priorities, Faculty Senior
Scientists/Engineers may be required to be flexible in adjusting their research
and development activities in order to continue in this appointment. These appointments may be terminated on approval of the Laboratory Director for
reason of lack of funds. At least 90 days' written notice will be given,
unless the Laboratory Director determines that exceptional circumstances
d. Joint Laboratory/UC Faculty
Appointments Description
With the written approval of the Laboratory Director,
an individual may be given a joint (50/50) appointment (hereafter, “Joint
Appointment”) as a Faculty Scientist/Engineer or Faculty Senior
Scientist/Engineer, provided that the appointment will be funded by the campus
at 0.50 full-time equivalent (FTE) and by the Laboratory at 0.50 FTE.
Joint Appointments will be based on established
criteria for hiring tenure-track or tenured faculty at the campus and Faculty
Scientists/Engineers or Faculty Senior Scientists/Engineers at the Laboratory
(see Paragraph(C)(9)(a) above).The campus and Laboratory
will work together to develop the appropriate process and procedures to meet
the applicable requirements for recruitment, selection and hire.
Joint Appointees will be reviewed for merit
advancements and promotion pursuant to the applicable campus and Laboratory
In the event that issues arise regarding the
conduct or performance of a Joint Appointee, the campus and the Laboratory will
cooperate to ensure that required policies and procedures are followed.
(a) Special Considerations. At the
sole discretion of the Laboratory, Joint Appointments of Faculty
Scientists/Engineers and Faculty Senior Scientists/Engineers may be eligible
for the special considerations set forth below. The following special procedures are to be followed
whenever overall funding constraints for the continued Laboratory support at
0.50 FTE for a Joint Appointee appear imminent. These procedures contain
protections for Joint Appointees both before and after a termination notice is
issued. Throughout the process, all reasonable efforts are to be undertaken by
the Division to assist Joint Appointees in maintaining sufficient funding for
continued employment at the Laboratory. Special consideration will be given to
Joint Appointees in cases of lack of funding in the program in which they work.
This special consideration is outlined in the following procedure.
(b) Decision to Terminate Due to Lack of
Funding. If the Division Director determines that a Joint Appointee
must be terminated due to lack of funds to continue the Laboratory support at
0.50 FTE, the Division Director initiates the process for the affected Joint
Appointee by following the procedures below: (i) Employee Plan. The Division
Director is responsible for developing an employee plan (hereafter
“Plan”) that reviews in writing those efforts already made and
provides a description of future efforts to explore opportunities for
maintaining sufficient funding for continued employment at the Laboratory for
the Joint Appointee affected by lack of funds. The Plan is to include the
following provisions: Interim Financial Support, Assignments,
Expectations, and Milestones. The amount of financial support for the
Joint Appointee will be identified and cover at least the minimum time period
specified in this section. Specific job assignment, expectations, and
be allowed for the Joint Appointee to seek additional funding support. Continued Funding Support for Employment
Opportunities within the Division. Plans to assist the Joint Appointee in
pursuing other funding support within the Division will be described, including
to assist the Joint Appointee in pursuing funding support for employment
opportunities within other Laboratory Divisions will be developed. These plans
may include assistance in preparing a professional resume package and
introduction letters, developing personal contacts by the Division Director,
and allowing time to interview with potential hiring groups. New or Supplemental External Funding.
Plans to assist the Joint Appointee in pursuing new or supplemental external
funding for continued employment will be detailed. Assistance might include
appropriate support for proposal preparation and exploratory studies to
supplement the proposals, personal contacts by the Division Director, and
travel for discussions and proposal presentations. (ii) Joint Appointee Notification.
Once the Plan is developed, the Division Director submits it, along with a
notice of intent to terminate due to lack of funding that indicates the
termination date to the Joint Appointee and sends copies to the Laboratory
Director and the Laboratory Staff Committee. The termination date for the Joint
Appointee, who is supported by the Laboratory at 0.50 FTE, will be at least 24
months from the Division Director's notice to the Joint Appointee. (iii) Comments on Adequacy of Plan.
The Joint Appointee will be given a two-week period to submit comments to the
Division Director regarding the adequacy of the Plan. A copy of the response
will be provided to the Laboratory Director and Laboratory Staff Committee. (iv) Laboratory Staff Committee Review.
Based on review of the materials from the Division Director and the Joint
Appointee's response, if any, the Laboratory Staff Committee will, within six
weeks after receiving the materials from the Division Director, provide its
comments to the Laboratory Director regarding the adequacy of the Plan. (v) Laboratory Director's Review.
After receiving the materials from the Division, the Laboratory Director will,
within eight weeks, notify the Division Director of the Laboratory Director's
concurrence, non-concurrence, or recommendation to modify the termination due
to lack of funding action. The Laboratory Director will also convey comments,
if any, on the adequacy of the Plan. (vi) Confirmation of Termination Due
to Lack of Funding. If it becomes apparent to the Division
Director that sufficient funding for support of the 0.50 FTE will not be
forthcoming to continue the Joint Appointee’s employment, written
confirmation of termination must be given to the Joint Appointee no later than
90 days prior to the stated date of termination given in the Division
Director’s notice of intent to terminate due to lack of funds.
(vii) Completion of the Plan. At
the end of the period covered by the Plan, the Division Director will submit a
report to the Laboratory Director and the Laboratory Staff Committee describing
the actions taken and their results.
10. Project Scientist/Engineer
The Project Scientist/Engineer position is either a limited position or a
term position with a maximum length of five years. It is not a
career-track position. It is used for specific projects of limited
duration. The five-year maximum does not include time spent in
Postdoctoral Fellow appointments.
Qualifications for Project Scientist/Engineer positions are appropriate to
the work to be performed. In most cases, they will be analogous to the
qualifications for one of the Research Scientist/Engineer-, Staff
Scientist/Engineer-, or Senior Scientist/Engineer-level positions listed above.
The appointment is approved by the Division Director. If the employee is hired in a limited employee classification, the appointment may be a fixed or variable time schedule.
If the employee is hired in a term appointment and the initial employment period is between six and twelve months, the individual must be on a fixed, 100% time schedule. If the employee is hired in a term appointment and the initial employment period is one year or more, the appointment must be fixed at 50% time or more. d. Work Deferment
Scientist/Engineer employee shall be given written notice of the effective date
and the ending date of a temporary work deferment or temporary reduction in
time. Notice shall be provided at least 15 calendar days before the effective
date or pay in lieu of notice. A temporary work deferment or temporary
reduction in time shall not exceed four calendar months. See RPM
e. Termination of Appointment
Project Scientist/Engineer appointments end automatically
on the current expiration date unless the employee is given advance
written notice that their appointment will be extended. The employment of a Project Scientist/Engineer may be
terminated before the end of the employee’s appointment for
disciplinary reasons or substandard performance of which the employee has
been advised as provided in RPM
in which case the employee will be given at least 90 days' advance written
11. Visiting Faculty and Visiting Researcher
Visiting Faculty. Visiting Faculty is a position for
faculty members from universities and colleges outside the University of California system. The appointment is a limited appointment (See RPM
§2.01(K)(5)).
Visiting Researcher. A Visiting Researcher is on an
approved leave from his or her home institution. The home
institution does not need to be a university or college, nor does the
individual have to be a faculty member of any institution. Appointments are for one year but may be extended for a second year on an
exception basis with the approval of the Laboratory Deputy Director. b. Qualifications
Qualifications for both Visiting Faculty and Visiting Researcher positions
are appropriate to the work to be performed. In most cases, they will be
analogous to the qualifications for one of the Research Scientist/Engineer-,
Staff Scientist/Engineer-, or Senior Scientist/Engineer-level positions listed
Appointments to both Visiting Faculty and Visiting Researcher positions are
made by the Division Director. A search is not required.
d. Termination of Appointment
Termination of an appointment as Visiting Faculty or Visiting Researcher may
be made at any time by the Division Director. In the case of a Visiting
Researcher member in a term appointment, the procedures in RPM
§2.21(D) (Release of Employees in Term Appointments) must be