Leave of Absences/Sabbaticals Info

UCSD Academic Leave Policy

A sabbatical leave is a privilege accorded to qualified faculty to enable them to engage in intensive programs of research and/or study, thus to become more effective teachers and scholars and to enhance their service to the University.

Sabbatical Credit Accrual

Sabbatical credits are accrued at the rate of one credit for each full quarter of service at 50% time or more. Academic-year appointees can earn up to three credits in one year. Credits are not accrued during sabbatical leave, leave without pay and leave with pay for more than one quarter.

Effective Fall 2014, there is no longer an accrual maximum. Additionally, deans will have authority to approve the borrowing of up to one year’s sabbatical credit if the faculty member is in good standing and for a compelling reason.

To find out your sabbatical credit balance, please contact departmental administrative staff.

Sabbatical Leave Report

Faculty members are required to submit a detailed report of the results of the sabbatical leave, including an account of progress made and plans for completion of research and publication of the results. This report must be submitted to the department chair within 90 days of the faculty member’s return. The report will be submitted with any proposal for future promotions or merit increases.

Sabbatical Leave Credit Usage

The amount of credits necessary for different types and lengths of sabbatical leave are noted in the chart below.

An accommodation is any measure put into place by the University of California in order to assist faculty and other academic appointees with balancing essential job duties and personal health.  Some accommodations are leaves, such as childbearing and parental bonding leave. A formal accommodation that involves modified duties is often the result of the interactive process.

Some examples of accommodations that are NOT leaves and the paperwork or actions they require to initiate:

• Any duties modification created by an interactive process with DisAbility Counseling & Consulting (DCC) that does not involve a reduction in percentage of time. Any accommodation negotiated during an interactive-process is initiated with Disability Counseling and Consulting Office guidance and designated paperwork.

• Any duties modification related to pregnancy disability, initiated by a conversation with the department chair, that does not involve a reduction in percentage of time. Internal department paperwork, as appropriate, may be required by the chair. (PPM 230-15)

• An Active Service-Modified Duties accommodation, per policy, that does not result in a reduction in percentage of time. Such requests require FAR form processing. (PPM 230-15)

•  Change in Work Location, as referenced in PPM 230-10, that is a period of 60 days or less in which an academic appointee performs all of his or her normal duties from a remote location to facilitate conference attendance or because research and/or teaching activities require his or her absence from campus during the service period. This accommodation must be taken during a non-teaching quarter, and is most often taken in service to the university. None of an appointee’s duties while on Change in Work Location may be reassigned. Changes in Work Location require an ALAS and a memo from the candidate endorsed by the chair and approved by the dean. (PPM 230-10)

• A Flexible Workload agreement as defined by the Family Accommodations Policy requires a memo from the candidate and an MOU. (PPM 230-15)

• A Family Accommodations policy-related extension of the probationary period or request for deferral of academic review for an Assistant Rank appointee. These require FAR form processing. (PPM 230-15)