Rice University Policy No. 201
FACULTY APPOINTMENTS, PROMOTIONS, AND TENURE
Note: Faculty appointed on or after July 1, 1995 are governed by
Policy No. 201 and Sections 7 & 8 of the Policy No. 201 are
applicable to all faculty regardless of appointment date. See also:
Guidelines for Faculty Appointments, Promotion, Tenure and Renewal
of Contracts
.
Applicability
- Sections 7 and 8 of this revised policy apply immediately to
all faculty regardless of appointment date.
- All sections of policy 201-87 remain in effect for faculty
appointed before July 1, 1995.
- All sections of policy 201 apply to faculty receiving
appointment letters on or after September 9, 1997.
- Generally, all sections of policy 201 apply to faculty
appointed on or after July 1, 1995 and before September 9, 1997.
However, faculty appointed during this period may elect to remain
covered by policy 201-87 except for sections 7 and 8 of the
revised policy. A decision to remain covered by the terms and
conditions of the earlier policy must have been delivered in
writing to the President' s Office prior to December 31,
1997.
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CONTENTS
1. Academic appointments
2. Tenure
2.a. Definition of
tenure
2.b. Who may be
awarded tenure
2.c. Review for
tenure prior to initial appointment
2.d. When tenure is
effective
3. Terms of appointments
3.a. Tenured
positions: professorial ranks
3.b. Untenured positions:
professorial ranks (assistant professor, associate professor, and
professor)
3.b.1. Initial appointment to associate professor or professor
without tenure
3.b.2. Tenure clock for associate professors and
professors
3.b.3. Initial appointment to assistant professor
3.b.4. Tenure clock for assistant professors
3.b.5. Part-time positions (tenure track)
3.b.6. Appointment to emeritus professor
3.c. Untenured positions:
appointments to research ranks (faculty fellow, senior faculty
fellow, and distinguished faculty fellow. (See
Policy 327
)
3.d. Untenured positions:
non-professorial ranks (research faculty, instructor, part-time
appointment, special appointment, and visiting appointment)
3.d.1. Instructors
3.d.2. Acting assistant
professors
3.d.3. Part-time positions (non-professional ranks)
3.d.4. Special appointments
3.d.5. Visiting appointments
3.d.6. Lecturers
3.d.7. Adjunct appointments
3.d.8. Professor in the Practice
4. Offers and Acceptances
4.a. Approvals of
offers
4.b. Official offer
letter
4.c. Acceptances
5. Renewals
5.a. Schedule of
notification
5.b. Renewals of academic
appointments in the non-professorial ranks
6. Promotions
6.a. Professorial ranks
with tenure: promotion of an associate professor with tenure
6.a.1. Promotion of associate professors with tenure
6.a.2. Evaluation of associate professors
6.a.3. Reports by the dean
6.b. Professorial ranks
without tenure: promotion of a professor without tenure or an
associate professor without tenure
6.c. Professorial ranks without
tenure: promotion of an assistant professor
7. Leaves of Absence and Effect on Tenure
7.a. Leaves without pay
7.b. Medical leaves
7.c. Leaves for births
8. Termination of Appointments, Sanctions Short of
Termination, and Suspension
8.a. Dismissal sanctions
8.b. Sanctions other than
dismissal
8.c. Termination because of
discontinued programs or departments
8.d. Resignation
process
8.e. Retirement process
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1. Academic appointments
Academic appointments may be in either the professorial ranks
(assistant professor, associate professor, and professor),
research ranks (faculty fellow, senior faculty fellow, and
distinguished faculty fellow), or the non-professorial ranks
(instructor, lecturer, artist teacher, artist in residence,
preceptor, critic, and other special appointments). All tenure
track faculty appointments are subject to the approval of the
Board of Trustees of Rice University (hereinafter "the
Board").
Appointments in the professorial ranks commonly involve
responsibilities in three areas: (1) research, scholarship,
or creative work, (2) teaching and mentoring, and (3) university
service (through committee service, advising, or other duties).
Appointments in the research and non-professorial ranks seldom
involve responsibilities in all three areas and may involve roles
not usually performed in the professorial ranks.
2. Tenure
2.a. Definition of tenure
Tenure is the privilege of holding an appointment as an
associate professor or professor until retirement,
resignation, or termination for cause. (See 8.a of this
policy.)
2.b. Who may be awarded tenure
Faculty in the professorial ranks may be awarded tenure
after appointment at or promotion to the rank of associate
professor or professor; faculty in the research and
non-professorial ranks are appointed for specified numbers of
years and cannot be awarded tenure.
2.c. Review for tenure prior to initial appointment
Before a new faculty member is appointed to a position
with tenure, the Promotion and Tenure Committee in
consultation with the department, the dean, the provost, and
president will review the candidate's dossier, which must
include information regarding the candidate's ability as a
teacher and scholar.
2.d. When tenure is effective
Tenure for a faculty member becomes effective only after
the Board of Trustees has approved the president's
recommendation for tenure.
3. Terms of appointments
3.a. Tenured Positions: professorial ranks
Positions at the rank of professor and associate professor
are usually conferred with tenure. The privilege of tenure
continues until retirement, resignation, or termination for
cause. (See 8.a.)
3.b. Untenured Positions: professorial ranks
3.b.1. Initial appointment to professor or associate professor
without tenure
Occasionally an initial appointment to professor or
associate professor may be made without tenure. The initial
appointment term of a professor or associate professor
without tenure shall not exceed three years.
3.b.2. Tenure clock for untenured professors and untenured
associate professors
The "tenure clock" is the schedule for the probationary
period during which a person in the professorial ranks
becomes eligible for tenure review. A professor or an
associate professor who was appointed initially without
tenure may be reviewed for promotion to tenure at any time
during the first seven years, but no later than the seventh
year. If he or she is not awarded tenure by the end of the
seventh year, the eighth year will be the final year in the
professorial ranks. No review for promotion is made in a
terminal year. The individual cannot be appointed to any
other professorial rank.
3.b.3. Initial appointment to assistant professor
An assistant professor's initial appointment shall be
for four years
3.b.4. Tenure clock for assistant professors
The "tenure clock" is the schedule for the probationary
period during which a person in the professorial ranks
becomes eligible for tenure review. When an individual who
has served at other institutions at a professorial rank is
employed at Rice University, prior service at other
institutions will not be counted in the tenure clock. The
date on which the tenure clock begins must be specified in
the official offer letter of persons who are appointed to
the rank of assistant professor in mid-year.
The clock for assistant professors is as follows:
initial period
|
appointment and assumption of duties
|
year 1
|
the first review
|
year 3
|
renewal (second appointment) or end of notification of
terminal year
|
year 3
|
second period begins
|
year 5
|
junior research leave
|
year 4 or 5
|
second review
|
year 7 or earlier
|
promotion or notification of terminal year
|
no later than year 7
|
Assistant professors are appointed for an initial contract
of four years. The first review occurs in the third year. If
the assistant professor is reappointed for a second period,
he or she may take a paid, one-semester junior leave devoted
entirely to research, scholarship, or creative work, usually
in the fourth or fifth year. If the assistant professor's
contract is not renewed, the fourth year of the initial
appointment will be the terminal year. No review for
promotion is made in a terminal year.
An assistant professor's second contract is for four
years. Although an assistant professor may request review for
tenure at any time; this review would normally take place in
the sixth or seventh year. All departmental decisions related
to tenure must be communicated to the Committee by the dean.
If the assistant professor is not promoted by the end of the
seventh year, the eighth year will be the final year in the
professorial ranks. In a terminal year no further review for
promotion is made. The individual cannot be appointed to any
other professorial rank.
(See
Policy No. 204
, "Faculty Family, Medical, and Professional Leaves," and
Policy No. 208
, "Sabbatical Leaves of Absence.")
3.b.5. Part-time professorial positions
Part-time professorial positions may be at the rank of
associate professor or professor. These untenured or
tenured appointments are rare and usually involve joint
appointments at other institutions. The initial appointment
term of a part-time faculty member must be specified in the
official offer letter signed by the president. The
appointment may be renewed without regard to total length
of service. Appointment to a part-time tenure-track
position carries no implication of eligibility for
promotion or candidacy for any other position.
3.b.6. Appointment to professor emeritus or emerita
When a tenured associate professor or professor retires,
he or she may be appointed to the status of emeritus
professor. This honorary status is permanent and does not
require teaching or, except through supplemental
appointments, entitle the person to support such as
clerical help, office space, lab space, and so on.
Supplemental appointments. Some emeritus faculty are
also hired to teach courses or conduct other projects. The
terms and conditions of these supplemental part-time
appointments do not involve a change of title. The person
remains an emeritus professor but may also take on an
administrative title during the appointment, such as
research professor, project director or department chair.
The letter of appointment must contain the terms and
conditions of the supplemental appointment. If the
appointee accepts the offer, he or she shall affirm that he
or she has read, understood, and accepted the terms and
conditions of the appointment by signing the copy of the
official offer letter and returning it to the president of
the University. Supplemental part-time appointments and any
subsequent reappointments are subject to the approval of
the Board.
3.c. Untenured positions:
appointment to research ranks (faculty fellow, senior faculty
fellow, and distinguished faculty fellow.) (See
Policy 327
).
From Policy 327: Research faculty positions are
designated as faculty fellow, senior faculty fellow, and
distinguished faculty fellow in ascending order of
seniority. These are normally twelve month, full-time
positions that closely parallel the corresponding academic
ranks of assistant professor, associate professor, and
professor with three important exceptions: research
positions carry no tenure, no obligation for financial
support from the University, and no classroom teaching
commitment.
Term of Appointment. Appointments to any rank of
research faculty are made for a specific period of time,
usually no less than three nor more than five years.
Renewals of appointments are contingent upon satisfactory
performance as determined by the members of the center,
institute, laboratory, or department as appropriate; in
addition, the availability of external funds to support the
research is also required.
(For additional information, please see
Policy 327
).
3.d. Untenured positions:
non-professorial ranks (such as instructor, part-time
appointment, special appointment, adjunct, lecturer, visiting
appointment)
3.d.1. Instructors
The position of instructor is untenured. The initial
appointment term of an instructor shall be for up to two
years. An instructor's initial appointment may be extended,
but the person's total length of service in the position of
instructor shall not exceed eight years. Appointment as an
instructor carries no implication of eligibility for
promotion or candidacy for any other position.
3.d.2 Acting assistant professors
Assistant professors appointed for a four-year term
contingent on receiving their Ph.D., who do not receive
their degree before November 1 of any academic year, will
be appointed as an acting assistant professor as described
in
Policy 203
. Time spent as an acting assistant professor will not
count towards the tenure clock.
3.d.3. Part-time positions (non-professorial ranks)
The initial appointment term of a part-time faculty
member in the non-professorial ranks may be up to three
years. The appointment may be renewed without regard to
total length of service. Appointment to a part-time
position carries no implication of eligibility for
promotion or candidacy for any other position.
3.d.4. Special appointments
Individuals may be appointed in the non-professorial
ranks to academic positions that merit distinctive titles
describing their special functions in the University. Such
titles include artist teacher, artist in residence,
composer in residence, critic, clinical faculty, and others
that may, from time to time, be created. Special
appointments do not involve the same duties as professorial
appointments. Special appointments are untenured. Initial
appointments in special positions may be made for up to two
years and renewed in increments of up to three years
without regard to total years of service.
3.d.5. Visiting appointments
Persons who hold a professorial or non-professorial
academic appointment at another institution may be invited
for a visiting appointment at a comparable rank at Rice
University. The terms and conditions of a visiting
appointment must be approved by the chair of the department
in which the person will be visiting, the dean, the
provost, and the president of Rice University. The
president shall send the offer letter.
Except in rare circumstances, the terms and conditions
of a visiting person's contract at his or her home
institution must provide for that person to continue in
employment there after the visiting appointment at Rice
University expires. Visiting appointments automatically
terminate at the end of the term of appointment. No formal
notice of termination will be given.
3.d.6. Lecturers
Lecturers may be either full-time or part-time faculty
members whose principal responsibilities are instructional
and curricular. Their appointments acknowledge these
faculty members' expertise as well as skill in teaching and
course management. These appointments do not include
research or service responsibilities. Lecturers may be
appointed initially for up to two years and renewed in
increments of up to three years.
3.d.7. Adjunct appointments
The term "adjunct" indicates that the appointment,
whatever the title, is an unpaid position and does not
carry tenure. Thus there are adjunct lecturers, adjunct
instructors, and various other adjunct faculty who provide
important benefits to students by contributing to the
research and instructional programs of the University in
various ways, including teaching courses. All adjunct
appointments may initially be for up to two years and may
be renewed in increments of up to three years without
limitation on total service. No formal notice of
non-renewal need be given.
3.d.8. Professor in the Practice
Occasionally Rice has the need to staff certain courses
or teaching programs that are not easily staffed by
tenure-track faculty but which are important to the
university. A new non-tenure track, non-tenure eligible
faculty appointment is established to fill specific and
important programmatic instructional needs of the
university. These faculty positions are titled in the style
"Professor in the Practice of (Field)." The number of such
positions will be limited.
These positions are akin conceptually to clinical
academic appointments made in law, medical, and other
professional schools. These appointments are intended for
individuals who, by virtue of their credentials and
extensive practical experience, bring distinctive insight
and skill to teaching in various educational programs.
From time to time, at the request of a school, the
President may appoint a person to the title of "Professor
in the Practice of (Field)," such as, for example,
Professor in the Practice of Architecture. These
appointments are made for limited periods of up to three
years and may be renewed in increments of up to three years
without limitation on total service, but do not carry
tenure and are not tenure eligible. These individuals
participate in classroom and other teaching but do not
serve as Chair of thesis or dissertation committees or as
principal investigators for research support.
The appointment letter for those hired with this title
must include a description of their teaching duties and
other responsibilities. It should also describe the
procedures to be used for their annual review and
evaluation.
These faculty practitioners are entitled to attend
faculty meetings. Those designated as half-time
appointments or greater, with two or more years in this
position at Rice University, may vote on matters arising
therein except those pertaining to tenure or exclusively to
research. Existing voting faculty transferring to such a
practitioner rank retain the above voting rights without
the two-year delay.
4. Offers and Acceptances
4.a. Approvals of offers
All professorial (tenure-track) appointments are subject
to the approval of the Board of Trustees of Rice
University.
4.b. Official offer letter
The official offer letter, signed by the president, must
contain the terms and conditions of the appointment. The
effective date and conditions of each academic appointment
shall be stated in the offer letter. If the academic position
is in the professorial ranks, two copies of the Policy 201
(Faculty Appointments, Promotion, and Tenure Policy) must
accompany the official offer letter (and a copy), which shall
be signed and sent by the president of the University.
4.c. Acceptances
If the appointee accepts the offer, he or she shall affirm
that he or she has read, understood, and accepted the terms
and conditions of the appointment by signing the copy of the
official offer letter and one copy of Policy 201-97 and
returning them to the president of the University.
5. Renewals
5.a. Schedule of notification for
professorial and non-professorial academic appointments
Written notice of decisions about appointment renewals or
extensions shall be given before appointments expire to
faculty members who do not hold tenured positions, in
accordance with the following schedule:
Condition Date of Notification
|
|
if the appointment expires at the end of the academic
year
|
not later than March 15
of the first academic year of services
|
if the person has held two or more consecutive
one-year terms or if the appointment was for a two-year
term
|
not later than December 15
of the academic year in which the appointment expires
|
if the appointment was for more than a two-year
term
|
at least one year
before the date on which the appointment expires
|
if the appointment was a visiting or adjunct
appointment
|
no formal notification
|
5.b. Renewals of academic
appointments in the non-professorial ranks
The performance of persons who hold academic appointments
in the non-professional ranks must be documented with written
evaluations that are reviewed by the department chair and the
dean of the division. The review period will vary depending
on the length of the appointment, every person must be
reviewed before reappointment.
6. Promotions of persons of various ranks and status
6.a. As part of the continuing
evaluation of the professional growth of each teaching member of
the faculty, department chairs will hold a performance review
with all departmental faculty according to the schedule detailed
in
Policy 214
.
6.a.1. Promotion of associate professors with tenure
All associate professors with tenure who have held this
rank for less than nine years will be reviewed at least every
three years by their departments. A copy of written
evaluations will be given to the associate professor being
reviewed.
All associate professors with tenure who have been at that
rank for more than nine years will be reviewed annually by
their department chairs, who will forward their written
evaluations to the dean. A copy of this evaluation will be
given to the associate professor being reviewed. The dean
will discuss the performance of all associate professors who
have been at that rank for nine or more years with the
Promotion and Tenure Committee each year to ensure that all
faculty are making progress toward promotion and are being
encouraged and supported to ensure their productivity.
Appointment to the rank of associate professor with tenure
does not imply commitment to further promotion. Before an
associate professor with tenure may be promoted, the
department shall prepare a dossier according to the
guidelines associated with this policy, including the
candidate's record in teaching, scholarship, and service to
the University. The tenured professors in the department
shall evaluate this record.
If the tenured professors of the department evaluate the
record as worthy of promotion, the department chair shall
forward their recommendation to the dean, who shall evaluate
the dossier and recommendation.
6.a.2. Reports by the dean
If the dean does not recommend the candidate for
promotion, the dean shall report this action to the Committee
in a timely fashion and discuss the decision with them. The
dossier need not be forwarded.
If the dean recommends the candidate for promotion, the
dean shall add a letter of recommendation and evaluation to
the dossier and forward the entire package to the
Committee.
6.b. Professorial ranks without tenure: promotion of a
professor or an associate professor without tenure
The total length of appointment in professorial ranks
without tenure shall not exceed eight years. A professor
without tenure who has not been granted tenure as provided
herein at the end of year seven will be notified that the
eighth year will be the final year and that he or she will be
removed from the professorial ranks and shall not thereafter
be considered further for promotion to tenured status or to
any professorial rank.
6.c. Professorial ranks without tenure: promotion of an
assistant professor
The "tenure clock" is the schedule for the probationary
period during which a person in the professorial ranks
becomes eligible for tenure review. The procedures that
should be followed during the promotion review process are
explained in the Promotion Guidelines.
Assistant professors are appointed for an initial contract
of four years. The first review occurs in the third year. If
the assistant professor is reappointed for a second period,
he or she may take a paid, one-semester junior leave devoted
entirely to research, scholarship, or creative work, usually
in the fourth or fifth year. If the assistant professor's
contract is not renewed, the fourth year of the initial
appointment will be the terminal year. No review for
promotion is made in a terminal year.
An assistant professor's second contract is for four
years. Although an assistant professor may request review for
tenure at any time; this review would normally take place in
the sixth or seventh year. The results of all reviews related
to tenure must be forwarded to the Promotion and Tenure
Committee. If the assistant professor is not promoted by the
end of the seventh year, the eighth year will be the final
year in the professorial ranks. In a terminal year no further
review for promotion is made. The individual cannot be
appointed to any other professorial rank.
A timeline of an assistant professor's tenure clock is
presented in sections 3.b.3. "Initial appointment to
assistant professor," and 3.b.4 "Tenure clock for assistant
professors." See also
Policy No. 204
, "Faculty Family, Medical, and Professional Leaves" and
Policy No. 208
, "Sabbatical Leaves of Absence."
7. Leaves of Absence and Effect on Tenure
7.a. Leaves without pay
A leave of absence from Rice University without pay is not
counted in the eight-year limitation on service as an
assistant professor if, due to the nature of the leave, the
faculty member is unable to continue the pursuit of normal
scholarly activities during that period. This extension must
be requested in writing at the time the leave is requested.
The provost, in consultation with the dean, will determine
how such a leave will affect the timing of the review for
promotion. All leaves for which normal research activities
are continued will count towards the eight-year
limitation.
7.b. Medical leaves
Medical leaves, including leave for pregnancy, are
governed by
Policy 204
. If the leave causes an untenured faculty member in the
professorial ranks to be unable to perform his or her
scholarly or instructional duties for a total of 120 days or
more in any twelve-month period, he or she may request in
writing that the provost extend the tenure clock and contract
period for one year.
7.c. Leaves for childbirth
A faculty member in the professorial ranks who gives birth
while holding an appointment without tenure may request in
writing to the provost that the tenure clock and contract
period be concurrently extended by one year. The tenure clock
may be extended for this reason only twice before the
candidate is promoted.
To be considered for a second appointment, a faculty
member must complete three years of eligible service and be
approved in the usual penultimate-year review. Approval to
set aside an academic year's work for care of a new child
during the initial appointment does not automatically result
in a renewal or second contract. Reappointment is subject to
the normal review process, including departmental vote and
review by the school dean, provost, and president. Likewise,
promotion or awarding of tenure also will follow the regular
review process.
8. Termination of Appointments, Sanctions Short of
Termination, and Suspension
8.a. Dismissal sanctions
8.a.1. Dismissal of faculty members with continuous
tenure, or with a special or probationary appointment before
the end of the specified term, can only occur for cause.
Adequate cause for dismissal must be related, directly and
substantially, to the fitness of faculty members in their
professional capacities as teachers or scholars. Dismissal
will not be used to restrain faculty members in their
exercise of academic freedom or other rights under U.S. law.
Examples of behavior that, in their most serious form, may
directly and substantially detract from the professional
capacities of faculty members in their roles as teachers and
scholars are fiscal malfeasance, plagiarism, dishonest
research, and sexual harassment of the students, faculty, or
staff of Rice University.
8.a.2. A faculty member will be dismissed for cause only
after he or she has had an opportunity for a formal hearing
by a faculty Hearing Panel convened for the express purpose
of considering dismissal for cause. The president of the
university or the president's delegate will initiate
consideration of dismissal by presenting to the speaker of
the elected Faculty Council a written statement of the
allegations, framed with reasonable particularity, that, if
established, would justify dismissal.
8.a.3. The Faculty Council, in consultation with the
president, will establish the procedure to be followed during
dismissal hearings, and any subsequent changes in that
procedure affecting the authority of the president or Board
of Trustees must be approved by the president or the Board.
The speaker will insure an opportunity for a dignified,
careful, and fair hearing in which 1) written notice will be
given to the faculty member of the administration's
allegations against him or her, 2) the faculty member will be
considered fit in his or her capacity as a teacher or scholar
until proven otherwise, 3) the confidentiality of the
proceedings will be guaranteed and the privacy of the faculty
member will be respected, 4) an unbiased panel composed
solely of faculty members will be chosen, and 5) an
opportunity will be given the faculty member to be present
throughout the hearing, to confront and question witnesses,
and to give information in his or her favor. The hearing
panel will reserve the right, at any time before, during, or
after the formal hearing, to meet in closed session outside
the presence of the parties or their representatives.
8.a.4. Following the hearing, the panel will weigh the
evidence and give to the president a written report,
containing both its findings and its recommendations. The
president, after reaching a decision, will inform the Board
of Trustees.
8.a.5. Other university policies may be established from
time to time, such as the currently existing policies on
sexual harassment and scientific misconduct, that provide for
a range of potential sanctions and a committee to review
allegations against a faculty member. A hearing held in
accordance with those policies will not substitute for the
dismissal hearing required in this policy as described above
in paragraphs 8.a.2 through 8.a.4.
8.a.6. Pending a final report by the hearing panel, the
administration may suspend the accused faculty member--for
example, by placing the accused on administrative leave or
assigning him or her to other duties in lieu of leave--only
if continuance threatens harm to other persons, to the
accused, or to university property. A faculty member who has
been suspended pending a hearing receives full salary
throughout the period of suspension. A suspension that is not
followed either by reinstatement or by the opportunity for a
hearing is in effect a summary dismissal in violation of
academic due process.
8.b. Sanctions other than
dismissal
8.b.1. If the behavior of a faculty member, although not
constituting adequate cause for dismissal, is sufficiently
grave to justify imposition of a severe sanction, such as
suspension from service for a stated period, or removal as
principal investigator from an already funded research
project, the procedures specified in paragraphs 8.a.2 through
8.a.4 will be followed.
8.b.2. If the administration believes that the conduct of
a faculty member justifies imposition of a minor sanction,
such as a letter of reprimand, it will notify the faculty
member of the reasons for the proposed sanction and provide
an opportunity for the faculty member to persuade the
administration that the proposed sanction should not be
imposed.
8.b.3. A faculty member who believes that an imposed
sanction that has been described as minor is actually a major
sanction, or that a minor sanction has been unjustly imposed,
may petition the Faculty Grievance Committee for such action
as may be appropriate. Grievances arising from normal salary
administration will not be covered by this policy.
8.c. Termination because of
discontinued programs or departments
Notwithstanding the provisions of 8.a. above, it is
specifically understood that the University may terminate an
appointment before the end of a specified term or while the
appointment is held with tenure if the number of faculty
members must be reduced as a result of a good faith
discontinuance or reduction in size of all or part of a
program, department, or other segment of University
operations. Such a discontinuance or reduction will be
implemented only after consideration of the educational,
economic, and other relevant aspects of the decision, and
shall include Board of Trustees review. An effort will be
made to ease any dislocation experienced by the faculty
members involved.
8.d. Resignation process
A faculty member who intends to resign at the end of the
academic year should submit a written notification to the
president of the University with a copy to the dean and
department chair of his or her intention no later than April
15 of the year of resignation, or thirty days after receiving
written notice of the terms of reappointment, whichever comes
later.
8.e. Retirement process
A faculty member who intends to retire should notify the
president of the University with a copy to the dean and
department chair of his or her intention as early as
possible, usually at the end of the academic year preceding
the final year of service and no later than April 15 of the
year of retirement, or thirty days after receiving written
notice of the terms of reappointment, whichever comes
later.
8.f. Termination process for
non-tenured faculty in the professorial ranks in their first
contract period who are not renewed for a second contract.
An untenured faculty member who has been reviewed during
an initial contract according to the procedures specified in
the guidelines associated with this policy and who has not
been granted a contract renewal shall be notified no later
than one year before the end of his or her initial contract
that the contract will expire at the end of the next contract
year and that no further review for promotion will be
made.
8.g. Termination process for
non-tenured faculty who are not awarded tenure or promoted with
tenure by the end of the seventh year.
An untenured faculty member who has been reviewed
according to the procedures specified in the guidelines
associated with this policy and who has not been granted
promotion and tenure by the end of the seventh year shall be
notified no later than one year before the end of his or her
present contract that his or her service in the professorial
rank will be terminated at the end of the next contract
year.
The date on which the seventh year ends must be specified
in all contracts that do not start at the beginning of the
academic year.
No reviews for promotion or contract renewal are conducted
in the terminal year. The individual cannot be appointed to
any other professorial rank if tenure is not awarded by the
end of the seventh year.
David W. Leebron, President
Policy History
Adopted:
November 1, 1963
Revised:
January 12, 1967
March 1 and July 1, 1971
January 2, 1973
December 7, 1978
August 10, 1987
September 9, 1997
February 5, 2004
February 2, 2010