The University of California, San Diego is an Equal Opportunity Employer advancing academic excellence across the board. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, covered veteran status, or other protected categories covered by the UC nondiscrimination policy, UC nondiscrimination policy, local, state, and federal laws. 

As a university employee, you will be required to comply with all applicable University policies and/or collective bargaining agreements, as may be amended from time to time. Federal, state, or local government directives may impose additional requirements. 

UC San Diego

UC San Diego is a student-centered, research-focused, service-oriented public institution that provides opportunity for all. Recognized as one of the top fifteen research universities worldwide, a culture of collaboration sparks discoveries that advance society and drive economic impact.

Visit About UC San Diego for additional university related information. 

Academic Personnel Services

The Office of Academic Personnel Services (APS) serves as the central academic personnel office for the entirety of UC San Diego. 

Under the leadership of the Senior Associate Vice Chancellor for Academic Affairs and the Assistant Vice Chancellor for Academic Personnel, APS performs and provides a wide range of academic personnel related functions and services to the UC San Diego General Campus, Institution of Oceanography, and UC San Diego Health Sciences.

Visit Academic Personnel Services for additional information. 

Academic Recruitment Services

The Office of Academic Recruitment Services (OARS) provides support to University departments in addressing equal employment opportunities associated with faculty recruitment. It develops and is responsible for providing an annual review and update of the UC San Diego Academic Personnel annual reports. 

It is the policy of the University of California consistent with its obligations as a federal contractor, to ensure equal opportunity without regard to religion, age, gender, race, disability, veteran status, or any other protected categories. These efforts conform to all current legal and regulatory requirements and are consistent with university standards of quality and excellence.   

Individuals Interested in applying to academic positions are invited to submit their materials on Recruit. 

Applicants needing assistance to complete an online application can contact the Office of Academic Recruitment Services at OARS@ucsd.edu or contact the hiring department directly. 

Examples of accommodations can include: 

• Providing written materials in accessible formats, such as large print, braille, or audiotape 
• Providing readers or sign language interpreters 
• Changing the location of the on-campus interviews to accessible locations 
• Virtual or phone interviews in-lieu of on-site campus interviews 
• Adding additional interview dates and times

The Higher Education Recruitment Consortium has created this Guidebook for Jobseekers with disabilities. 

These frequently asked questions (FAQs) aim to address common questions and concerns related to the misconduct disclosure requirement under California SB 791 and AB 810, emphasizing the importance of maintaining a safe and professional environment at the University of California.

1. What is California SB 791 and AB 810?

Senate Bill (SB) 791 and Assembly Bill (AB) 810 are two bills that were signed into state law that add and amend sections 92612.1 and 92612.2 of the California Education Code, effective January 1, 2025 (reference California Senate Bill (SB) 791, Postsecondary education: academic and administrative employees: disclosure of sexual harassment; and California Assembly Bill (AB) 810, Postsecondary education: hiring practices: academic, athletic, and administrative positions).

California Education Code Sections 92612.1 and 92612.2 include the following requirements:

• Applicants who are identified as a finalist for an academic or administrative position to disclose any final administrative or judicial decisions issued within the last seven years related to misconduct, including sexual harassment, as defined in the statute.

• Permit finalists to disclose if they have filed an appeal with the previous employer, administrative agency, or court, if applicable.

• In the event the applicant reaches the final stages of the application process, the applicants for tenure-track/tenured appointments will be required to complete a Misconduct disclosure JotForm that authorizes the release of information by the applicant’s previous employers to the UC location concerning any substantiated allegations of misconduct. This authorization will permit the UC location to evaluate the released information with respect to the criteria for a potential appointment.

• The law requires the UC location to use the signed misconduct disclosure JotForm from applicants for tenure-track/tenured appointments to make a reasonable attempt to obtain information from the previous employer concerning any substantiated allegations of misconduct.

2. How do these new laws impact the UC?  

In response, the University will implement these bills by:

1. Requiring all proposed hires to disclose any final administrative or judicial decisions issued within the last seven years from the date of submission of an employment application determining that the proposed hire committed misconduct, including sexual harassment.
   1. Final Administrative Decision is a final written determination by a previous employer as to whether a candidate committed Misconduct. Examples of a final administration decision include but are not limited to a determination by a decision maker (employer or state or federal agency) following a final investigative report and the subsequent hearing, or the imposition of employment discipline or corrective action related to the candidate’s Misconduct. If an individual has filed a timely grievance or appeal, “final administrative decision” means after the grievance or appeal decision has been issued.
   2. Final Judicial Decision is final determination of a matter submitted to a court regarding the candidate’s Misconduct that is recorded in a judgment or order of that court.
   3. Proposed hires will also be permitted to disclose if they have filed an appeal with the previous employer, administrative agency, or court, if applicable.
   4. An appeal is a request for a review of a Decision, as defined above. This could be through any previous employer’s applicable appeal process or an appeal of a Judicial Decision through the applicable appeals process. Examples include filing a grievance, using an appeal process defined by policy, or filing an appeal with the appropriate judicial body or agency.
2. Requiring all proposed hires in the Professor series or Professor of Teaching series to sign a misconduct disclosure JotForm that authorizes the release of information by the proposed hire’s previous employers to the UC location concerning any substantiated allegations of misconduct to permit the UC location to evaluate the released information with respect to the criteria for a potential job placement. The Misconduct disclosure JotForm is required for all employees if the UC location wishes to follow up with a prior employer.
3. Requiring all locations to use the signed Misconduct disclosure JotForm release to make a reasonable attempt to obtain information from the previous employer concerning any substantiated allegations of misconduct for all proposed hires in the Professor series or Professor of Teaching series regardless of the proposed hire’s responses in the misconduct disclosure questionnaire.

3. When is this effective?

The University of California implemented the changes to California Education Code Sections 92612.1 and 92612.2 effective January 1, 2025. This means all academic recruitments opened on January 1, 2025, and thereafter, are subject to the misconduct disclosure requirements, and misconduct disclosure JotForm authorization release and prior employer follow-up where applicable. 

Not all academic recruitments are processed within UC Recruit, such as search waivers and exemptions (e.g., volunteers). In those situations, effective January 1, 2025, all proposed hires are subject to the misconduct disclosure requirements, and misconduct authorization release JotForm and prior employer follow-up where applicable.

4. Why do we require this misconduct disclosure from all proposed hires?

Requiring this misconduct disclosure, JotForm ensures a safe and respectful environment for all students, faculty, other academic appointees, and staff. It helps the institution identify individuals with a history of sexual harassment, thereby protecting the community and maintaining a professional and safe working and learning environment.

5. Who needs to comply with this requirement?

Proposed hires for academic or administrative positions at the University of California must comply with this requirement. This includes positions at all levels, ranks, and steps for all academic series appointees. At a minimum, the proposed hire will be required to submit the misconduct disclosure JotForm questionnaire. For some recruitments, this may be required earlier in the recruitment process (e.g., shortlist or interview stages).

a. Does this include volunteers and Contingent Workers (CWRs)?

b. Does this include reappointment in the same title series?

c. Does this include a change of series from one academic series to another at the same UC campus (i.e., postdoctoral scholar to assistant project scientists?

d. Does this include moving from a WOS position to a paid position in the same series, for example, from an Adjunct WOS to a paid Adjunct?

e. Does this include employees who are transferring from a different UC campus?

f. Does this include FTE transfers within a UC campus? Can the UC require misconduct disclosure from a current UC employee as part of the new normal hiring process?

6. What types of decisions need to be disclosed?  

Proposed hires must disclose any violation of the policies or laws governing conduct at a candidate’s previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment or discrimination, as defined by the previous employer. This includes decisions from educational institutions, employers, courts, or other relevant bodies.

7. How recent must these decisions be to require misconduct disclosure?

Only decisions issued within the last seven years from the date of application submission need to be disclosed.

8. How does the candidate submit their misconduct disclosure? Who will see it?   

The department analyst initiates the JotForm

9. Where will the completed misconduct disclosures be stored and how long will they remain in our records?

In order to protect a candidate’s privacy, the misconduct disclosure JotForm and any information pertaining to prior misconduct must be treated as confidential and retained per local procedures.

If the proposed hire is hired by the University, the misconduct disclosure JotForm and any information pertaining to prior misconduct received from a prior employer, shall be retained in a file separate from the personnel file but retained in accordance with the disposition of records for personnel files. 

If the proposed hire is not hired by the University, the misconduct disclosure JotForm and any information pertaining to prior misconduct received from a prior employer, shall be retained in a file separate from the recruitment records but retained in accordance with the disposition of records for recruitment files.  

10. What happens if a candidate fails to disclose such decisions?

Failure to disclose required information can result in disqualification from the recruitment or appointment process, or termination of employment if the omission is discovered after hiring. It is crucial for maintaining integrity and trust in the hiring process.

11. How will the disclosed information be used?

The disclosed information will be reviewed as part of the overall assessment of the proposed hire's suitability for the position. It will be handled with confidentiality and used solely for the purpose of evaluating the proposed hire qualifications and ensuring the safety of the academic community.

12. Will disclosure of prior misconduct automatically disqualify a proposed hire?

Not necessarily. The disclosed information will be reviewed as part of the overall assessment of the proposed hire's suitability for the position.

13. How will a department know a candidate is cleared for hire?

The department analyst who initially submitted the JotForm will receive an email stating that the candidate can move forward in the recruitment process.

14. What steps does the University take to ensure fairness in this process?

The University is committed to fair and equitable hiring practices. Each misconduct disclosure will be reviewed in context, considering the severity of the incident, the proposed hire's actions since the decision, and other relevant factors. The goal is to balance transparency and accountability with fairness and rehabilitation.

15. Will this delay our recruitments?

Delays should be minimal with the active engagement of the proposed hire(s) in the misconduct disclosure process.  We will constantly monitor the timeliness of the decision making and communication process to ensure a quick turnaround.

16. How does this requirement align with the University’s commitment to a safe and inclusive environment?

By enforcing this requirement, the University of California demonstrates its commitment to fostering a safe, respectful, and inclusive environment for everyone. It helps ensure that individuals with a history of substantiated misconduct, including sexual harassment, are identified and assessed appropriately, upholding the values and integrity of the academic community.

17. Is every applicant required to complete a substantiated misconduct disclosure JotForm?

No. Only proposed hires that the University of California has determined meet the minimum employment qualifications may be required to complete a misconduct disclosure. At a minimum, all proposed hires must complete the misconduct disclosure.

18. Is every proposed hire required to complete a release form?

A release form may be a required part of the application materials for all academic recruitments.

 California Senate Bill 791 (SB 791)

In order to comply with California Senate Bill 791 (SB 791), UC San Diego is now requiring applicants for academic or administrative positions to disclose any final administrative or judicial decisions issued within the last seven years determining that they committed sexual harassment. UC San Diego may initiate a background check depending on the information disclosed by the final candidate.

California Assembly Bill 810 (AB 810)

In addition, in order to comply with and California Assembly Bill 810 (AB 810), UC San Diego is requiring applicants for intended tenure-track faculty positions (including security of employment-security-track), tenured (including security of employment) faculty positions to sign a release form that authorizes, in the event the applicant reaches the final stages of the application process, the release of information by the applicant’s previous employers to the UC location concerning any substantiated allegations of misconduct in order to permit the UC location to evaluate the released information with respect to the criteria for a potential job placement. The bill further requires the UC to use the signed release form to make a reasonable attempt to obtain information from the previous employer concerning any substantiated allegations of misconduct.

  Resources for Veteran Jobseekers

It is the policy of the University not to engage in discrimination against or harassment of any person employed or seeking employment with the University of California on the basis of race, color, national origin, religion, sex, gender, gender expression, gender identity, pregnancy,¹ physical or mental disability, medical condition (cancer-related or genetic characteristics), genetic information (including family medical history), ancestry, marital status, age, sexual orientation, citizenship or service in the uniformed services.² This policy is intended to be consistent with the provisions of applicable State and Federal laws and University policies. (APM-035)

The Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended prohibits discrimination against any person because he or she is a disabled veteran of the Vietnam era. Employers are required to take affirmative action to enhance veteran's employment opportunities. 

All academic positions at UC San Diego are available on Recruit

  Resources for Individuals with Disabilities

UC San Diego strives to create an environment of commitment to principles of fairness, respect, professionalism, and utilizing the talents and abilities of everyone. This includes a focus on removing barriers to equal opportunity for Veterans and Individuals with disabilities.