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CHAPTER 3: FACULTY PERSONNEL POLICIES AND PROCEDURESThese policies and procedures are established pursuant to Section 6-201(P) of the Arizona Board of Regents Policy Manual (ABOR-PM). They are intended for use in conjunction with the ABOR Conditions of Faculty Service and supersede all previous faculty personnel policies and procedures. See Definitions. Actions concerning personnel matters affecting faculty members shall be taken in accordance with this chapter and the ABOR-PM 6-201 et seq., Conditions of Faculty Service, as amended. 3.03 DUTIES AND RESPONSIBILITIES OF FACULTY MEMBERS Duties of a faculty member shall consist of those responsibilities assigned by the President or an appropriate administrator, such as a vice president, dean, director or department head. Teaching assignments, schedules and other instructional responsibilities shall be performed under the direction of the President or the administrator. Duties and responsibilities shall be related to the expertise and competence of the faculty member. Within the parameters of their assigned responsibilities, faculty members shall have the privileges and responsibilities expressed in ABOR-approved statement contained in the Notice of Appointment. Teaching, research, and service performance shall be subject to evaluations by the President or an appropriate administrator. Performance shall be considered in decisions relating to compensation, retention, promotion, tenure, termination or a decision not to renew an appointment. 3.04 PROHIBITED CONSIDERATIONS: REVIEW OF DECISIONS INVOLVING PERSONNEL MATTERS No action involving personnel matters shall be based on unlawful discrimination or other unconstitutional grounds. A faculty member who believes that an action involving a personnel matter is a result of unlawful discrimination or was based on other unconstitutional grounds should request of the Provost an Equal Opportunity Affirmative Action Office or other appropriate investigation. This shall result in a recommendation to the Provost that the matter be closed or that further action be taken to resolve the matter. The Provost may take any lawful action deemed appropriate to resolve the matter. The Provost's decision shall be final and is not subject to further administrative review.
If the Provost's decision is not acceptable, the faculty member may then invoke the procedures for a hearing before the Committee on Academic Freedom and Tenure as provided in ABOR-PM 6-201(M)(4). Students who are graduate teachers or research assistants are not faculty members. Actions with regard to such individuals are governed by rules and procedures established through the Office of the Dean of the Graduate College. 3.06 COMPUTATION OF TIME/PREVIOUS SERVICE Statements of time periods in Section 3.10, Section 3.11, and Section 3.12 in all cases include sabbatical leaves but do not include leaves of absence without pay or parental delay unless specifically provided otherwise by the Provost. Persons having previous faculty service at another educational institution as a tenure-eligible assistant or associate professor may count no more than two years of such service when being considered for tenure at The University of Arizona. Under special circumstances, prior tenure-eligible faculty service may be discounted. The amount of prior service to be counted shall be determined in writing and must be approved by the Provost at the time of appointment. Wherever notice is called for herein, it shall be given in writing either by delivering the notice personally to the individual named, or by depositing the notice in the United States mail, first class, postage pre-paid, addressed to the individual named at his or her current address as reflected in the records of the Department of Human Resources.
3.08 APPOINTMENTS
Each member of the faculty is appointed subject to the duties and responsibilities detailed in the ABOR-PM 6-201, et seq. and this Handbook, and is entitled to all the rights and privileges set forth therein. Appointments become effective when approved by the President. Appointment procedures are set forth in the Human Resources online site as follows:
All faculty members shall receive each year a Notice of Appointment for the fiscal year beginning July 1 or for the academic year beginning on or about August 15. Appointments and renewals of appointments shall be for the period designated in the Notice of Appointment, but in no event shall the appointment be longer than one fiscal year. No oral or written communication made prior to or after the execution of a Notice of Appointment that is inconsistent or in conflict with the Conditions of Faculty Service (ABOR-PM 6-201, as amended) shall become a part of the conditions of employment. The appointment of any faculty member, the performance of whose duties and responsibilities require a license or certification from the State of Arizona, is conditional upon the individual's obtaining and maintaining the license or certification. Appointments that are dependent for continuation upon funding from a source other than state appropriations shall so state in the Notice of Appointment and may terminate when the funding is no longer available. A faculty member with tenure shall be so indicated on the Notice of Appointment by the designation "with tenure." A faculty member without tenure shall be so indicated on the Notice of Appointment by the designation "tenure-eligible" or "nontenure-eligible." 3.09 CONFIDENTIALITY OF PEER REVIEW PROCESS Deliberations, evaluations, and recommendations of peer review committees are confidential, as are any evaluations or recommendations received by them. However, a summary of the results of any peer evaluation shall be communicated to the individual evaluated upon request when the results of the performance evaluations are reviewed with the individual by his or her administrative head.
3.10 ANNUAL PERFORMANCE REVIEW
3.10.01 General
Annual performance reviews follow specific procedures outlined in Section 3.10. For tenure-eligible faculty, the mandatory successive renewal process, which occurs in the third and sixth (tenure) years, follows procedures outlined in Section 3.12. Annual performance reviews are intended:
The evaluation of individual faculty performance shall be based on written criteria (Section 3.10.02) and shall address, at a minimum, a discussion of the faculty member's (1) past and present performance, (2) professional progress, and (3) future expectations, based upon a written agreement between the faculty member and the unit head, that fits within unit and campus mission and guidelines. Each annual performance review shall include the past three to five calendar years of the individual faculty member's performance, with substantial emphasis on the most recent year for evaluation of teaching. The review time period shall be determined by the unit. The review should evaluate the faculty member's performance in his or her unit consistent with that unit's responsibilities. Every annual review of teaching will consist of peer and student input, including student evaluations of faculty classroom performance in all classes, and other expressions of teaching performance. The unit head will meet with the faculty member no later than May 15, (See Section 3.10.05), to discuss the evaluation and expectations for the next annual review. Prior to this meeting the unit head will provide the faculty member with a preliminary written evaluation. If the faculty member so requests, the discussion at this meeting shall include a summary of the results of the evaluation conducted by the peer review committee, in accordance with Section 3.09. The faculty member may provide comments as part of the official record. When an individual holds a dual appointment involving administrative assignments in addition to assignments as a faculty member, the performance evaluation shall address contributions under both assignments (See Section 5.08.01). In order to audit the annual performance review process, the dean of each college and an elected faculty committee convened by the dean shall review a sufficient number of tenured cases each year to ensure that over a maximum of five years, every tenured file is reviewed. This Dean's Level Audit will determine the adequacy, fairness and integrity of the process. If deemed appropriate as a result of the audit, the dean may refer files back to the unit peer committee. The Provost will provide an annual summary to ABOR of the review process outcomes and the Dean's Level Audit outcomes. The number of satisfactory (or better) and unsatisfactory ratings of the annual review, by unit, shall be reported by the Provost to the Faculty Senate each year.
3.10.02 Criteria
Criteria for annual performance must consider teaching effectiveness, research and scholarly growth, creative activity, service and outreach. Evaluation criteria may provide for recognition of long-term faculty activities and outcomes. Concentration of effort in one of the three major areas of faculty responsibilities (teaching, research, and service) during a particular year is permissible, and may even be encouraged. Guidelines and evaluation procedures within departments shall be flexible enough to meet the particular objectives of the department without undermining the uniformity of the whole system. When teaching effectiveness is evaluated, a systematic assessment of both student and peer opinion shall constitute one component of the evaluation. Annual performance reviews shall be taken into account as part of the promotion and tenure process, but such evaluations are not determinative on promotion and tenure issues. Satisfactory ratings in the annual performance reviews do not necessarily indicate successful progress toward promotion and tenure. Progress towards promotion and tenure requires scholarly accomplishment over a period of years in the broader range of faculty responsibilities, and includes evaluation by external referees, which is not a part of the annual review process. Criteria and decisions with regard to promotion and tenure are detailed under Section 3.11.
3.10.03 Procedures
All faculty members who are found to be performing overall at satisfactory levels in the annual performance review will be eligible for salary increases and other rewards which may exist or be established at the unit, college, or university levels. Tenured faculty members found to be performing at unsatisfactory levels in any area of responsibility are required to enter one of two processes, depending upon the extent of the deficiency. A tenured faculty member who is evaluated overall as satisfactory, but with a deficiency in any single area of performance, for example, teaching, will enter into a Faculty Development Plan at the unit level. Tenured faculty members with overall unsatisfactory performance will enter directly into the Performance Improvement Plan process.
A. Overall Satisfactory with a Deficiency in Teaching, Research, or Service
Each faculty member's performance shall be evaluated in writing on a scheduled basis at least once every 12 months. Each annual review shall include the past three to five calendar years of the individual faculty member's performance, with substantial emphasis on the current year for evaluation of teaching. The review time period shall be determined by the unit. The unit head's written evaluation shall be shared with the faculty member involved no later than April 15. The faculty member may add written comments to the evaluation before signing it. The signed evaluation shall become a part of the faculty member's departmental records.
A. Appeals of Overall Satisfactory Ratings
The administrator conducting the review shall consider the facts in support of the request and develop any additional facts deemed necessary. The review shall be completed in writing within 30 days of receipt of the request, with copies provided to the faculty member and the unit or other administrative head involved in the initial evaluation.
B. Appeals of Overall Unsatisfactory Ratings
3.11.01 Standing Committees
In promotion or tenure matters the committees shall be so constituted that recommendations shall be made only by faculty members holding rank superior to the rank of the candidate being considered, except in the case of full professors where the committee members shall each be a full professor. Normally standing committees shall meet without the administrator whom they advise. The Provost will appoint a University Standing Committee on Faculty Status composed of at least nine members, including female and minority members, representing diverse disciplinary areas. The committee shall advise the Provost in all promotion and tenure considerations. The committee shall carefully and systematically review, in accordance with University-level criteria, all pertinent materials provided by departments and colleges, and shall ensure that high standards of accomplishment and professional performance are maintained.
3.11.02 Criteria
Department heads and departmental standing advisory committees should meet with tenure-eligible faculty members at least once a year to review promotion and tenure criteria and to answer questions. Tenure-eligible faculty members are expected to familiarize themselves with the promotion and tenure criteria applicable to their departments. Tenure-eligible faculty members experiencing or anticipating difficulties in meeting departmental tenure criteria should discuss the matter with their department head and departmental standing advisory committee at the earliest date possible.
3.11.03 Attainment of Tenure
3.11.04 Assurance of Appointment
3.11.05 Legal Effect of Tenure
3.11.06 Effect of Retirement, Resignation and Part-time Employment on Tenure
3.11.07 Effect of Service in Administrative Positions on Tenure and Other Rights
A member of the faculty who is terminated or released from an administrative position is not entitled to a hearing before the "Comittee on Academic Freedom and Tenure" or any other faculty committee. 3.12 RULES AND PROCEDURES REGARDING SUCCESSIVE RENEWAL, NONRENEWAL, PROMOTION, AND TENURE OF TENURE-ELIGIBLE AND TENURED FACULTY MEMBERS. This section applies only to tenured and tenure-eligible faculty members as defined in Definitions.
3.12.01 Limitation on Tenure-eligible Service
While holding a tenure-eligible appointment at The University of Arizona, an individual may request a one-year "parental delay" of the tenure clock such that the third-year and tenure-status reviews will take place one year later than would have occurred without such a delay. Such a delay or connected set of delays will be granted up to twice during the individual's tenure-eligible appointment period, if the appointee becomes a parent by the birth or adoption of a child while holding such a tenure-eligible appointment, and if certain eligibility requirements are met, as described in the paragraph which follows. An individual granted a parental delay shall not be subject to additional scholarship or service requirements, above and beyond those normally required, in order to qualify for retention or tenure. If both spouses hold tenure-eligible appointments at the University, and are otherwise eligible, then both shall be granted a parental delay upon request.
Eligibility requirements for receiving a parental delay include providing a written notice to the department head as early as possible and in no case later than one year subsequent to the date of birth or adoption of the new child. In order to be eligible for a delay of the third-year or tenure-status review, the birth or adoption date must have occurred no later than the summer (or semester) immediately prior to the semester in which the scheduled department-level review is to take place. The request for a delay of a given review must be submitted prior to departmental consideration of the candidate under review. The request for parental delay must be approved by the appropriate department head or director, dean, and the Provost.
3.12.02 Lecturers
3.12.03 Instructors
Instructors are appointed initially for a period of one year. Such appointments are temporary. No instructor may be reappointed more than three times, (i.e., may hold the rank of instructor for more than four academic years, whether successive or not). An instructor may be recommended for promotion, for nonrenewal, or for other change in status during the first, second, or third year of service in rank. However, the department head shall inform the instructor in writing no later than the end of the third year that he or she is being recommended for: (a) promotion to assistant professor; or (b) reappointment as instructor for a fourth year and that the appointment is terminal.
3.12.04 Assistant Professors A person promoted to assistant professor from the rank of instructor may not be reappointed in a tenure-eligible position more than six successive times including any appointments as a tenure-eligible instructor. An assistant professor may be recommended for promotion, for nonrenewal or for other change in status at any time through the sixth year of tenure-eligible service. Exceptions to the time table for tenure and retention review are described in Section 3.06. Before the end of the third year in rank assistant professors shall be informed in writing by their department head that they are being recommended for: (a) reappointment for a fourth, fifth and sixth year as assistant professor (this does not necessarily preclude consideration for promotion effective the sixth year, nor does it preclude possible nonretention at the end of the sixth year); (b) promotion for the fourth year; or (c) nonrenewal at the expiration of the fourth year of service in rank. During a third-year review, departments may seek additional assessments from outside the department and the University regarding a candidate's professional accomplishments, stature as viewed by peers, and scholarly potential. Reappointment in rank at the end of three years may be made without college or University review, but assistant professors must be formally evaluated at this stage by the department head and departmental standing committee on faculty status. This evaluation shall be expressed in writing, identifying any problem areas which may preclude the granting of tenure, and given to the nontenured faculty member. Decisions not to reappoint, however, must follow from the full review process described in Subsection 3.12.07. The college may require college review of all retention cases. Before the end of the sixth year in rank, assistant professors shall be informed in writing by the department head and dean that they are being recommended for: (a) promotion to the rank of associate professor with tenure; or (b) appointment as assistant professor for a seventh and terminal year. See Section 3.15. A faculty member/academic professional cannot waive the right to tenure or renewal review. There must be a review, even in the absence of a Promotion and Tenure packet, unless the faculty member/academic professional submits a letter of resignation in which he/she (a) waives his/her right to a review and (b) resigns as of the end of what would be the terminal year. An individual whose initial appointment at The University of Arizona is tenure-eligible at the rank of associate professor but who has not served at another educational institution in the rank of assistant or associate professor shall be governed by the same time schedule for notification of renewal, nonrenewal, promotion and tenure decisions as is given in Subsection 3.12.04 for assistant professors. A decision on tenure or nonrenewal in faculty rank must be made before the end of the sixth year in rank. Exceptions to this policy are described in Section3.06. Promotion is not required as a condition of continued employment. An individual who has had prior service at another educational institution, which is to be counted under Section 3.06, at the rank of assistant or associate professor and whose initial appointment at The University of Arizona is tenure-eligible at the rank of associate professor may be recommended for promotion, tenure, or nonrenewal at any time during the second through fourth year of service at The University of Arizona. Before the end of the fourth year of appointment in the rank of associate professor at The University of Arizona, the faculty member shall be informed in writing by the department head that he or she is being recommended for: (a) tenure effective the fifth year; or (b) appointment as an associate professor for a fifth and terminal year. Although a decision on tenure or nonrenewal in faculty rank must be made no later than the fourth year, promotion is not required as a condition of continued employment. A faculty member/academic professional cannot waive the right to tenure or renewal review. There must be a review, even in the absence of a Promotion and Tenure packet, unless the faculty member/academic professional submits a letter of resignation. A letter may be submitted in which he/she (a) waives the right to review and (b) resigns as of the end of what would be the terminal year. Exceptions to the time table for tenure and retention review are described in Section 3.06. An associate professor with tenure may be recommended for promotion to the rank of professor at any time. If not earlier recommended, before the end of the fifth year of service in the rank of associate professor at The University of Arizona the faculty member shall be notified by the department head in writing that he or she has the right to be reviewed during the sixth year for promotion and recommended for: (a) promotion to the rank of professor effective the seventh year or (b) reappointment as an associate professor for the seventh and subsequent years. A review will be conducted unless the faculty member declines in writing. If promotion to the rank of professor is not recommended or granted, the department head shall ask that the departmental standing committee on faculty status review the case for promotion at six-year intervals unless the candidate requests a review prior thereto or writes to again decline a review. An individual whose initial appointment at The University of Arizona is tenure-eligible at the rank of professor may be recommended for tenure or for nonrenewal at any time during the first through third year of service in this rank. Normally such a person will not be granted tenure effective the first year, but may be granted tenure effective the second year. If tenure is not granted effective the first, second, or third year, the faculty member shall be informed in writing before the end of the third year that he or she is being recommended for: (a) tenure effective the fourth year; (b) an appointment as a professor without tenure for a fourth and terminal year; or, in the case only of individuals who are 60 years of age or more at the time of review and who agree to this third option, (c) appointment renewable on a year-to-year basis by mutual agreement with total service in rank not to exceed seven years. Cases under the third option shall also be referred to the standing advisory committees on promotion and tenure following the procedures described in Subsection 3.11.01, Subsection 3.12.04 and Subsection 3.12.07. Exceptions to the time table for tenure and retention review are described in Section 3.06.
3.12.07 Decisions on Nonrenewal, Promotion and Tenure
In a single department college, only levels 3 through 6 are required. The dean's designate shall act as the department head in cases in which a department temporarily has no head. The Provost shall decide whether an individual will not be renewed, or will be promoted or granted tenure. In the case of nonrenewal of a tenure-eligible individual, a terminal contract shall be offered for the next appointment period.
3.12.08 Appeals to the President
Before reaching a decision the President may seek or may ask the departmental standing committee on faculty status to seek additional assessment from outside the department and/or the University regarding the candidate's professional accomplishments, stature as viewed by peers, and scholarly potential. However requested, these assessments are to be commented on successively by all levels of review previously involved, and then forwarded for the President's consideration. Outside assessments shall be solicited with the promise of confidentiality. In selecting peers to provide such assessments, the spirit of the guidelines and procedures used by the candidate's home department are to be followed. The President's decision shall be issued in writing and forwarded to the faculty member involved, with copies to the Provost and the appropriate dean and department head, within 90 days of notice of appeal. The President's decision is final. However, the Committee on Academic Freedom and Tenure may subsequently consider allegations of unlawful discrimination or other unconstitutional actions and may recommend further review or action. The President may then direct that such additional review or action be taken; otherwise, the matter is not subject to further review.
3.12.09 Changes in Appointment and Rehires
Individuals who were denied tenure or whose appointment was not renewed for other than reorganization or budgetary reasons shall not be considered for other available appointed positions at the University, except as a result of an appeal to the President. Individuals whose faculty service was terminated for cause shall not be considered for employment in any position at the University. Individuals who resign from faculty positions to take up employment elsewhere may subsequently be considered for appointments at the University.
3.13 RULES AND PROCEDURES REGARDING SUCCESSIVE RENEWAL, NONRENEWAL AND PROMOTION OF NONTENURE-ELIGIBLE FACULTY MEMBERS This section applies only to nontenure-eligible faculty members as described in Definitions.
3.13.01 Lecturers
Promotion from Lecturer to Senior Lecturer may occur only after peer evaluation at the department and college levels. Renewal of all types of Lecturer appointment are subject to performance evaluations reflecting satisfactory levels of teaching, research and service, as appropriate.
3.13.02 Instructors
3.13.03 Assistant Professors
Nontenure-eligible assistant professors must be informed by the department head every five years that they are being reviewed for retention in rank or for promotion to nontenure-eligible associate professor. Such recommendations shall be considered by the standing departmental and college committees on faculty status, and be forwarded to the Provost.
3.13.04 Associate Professors
A nontenure-eligible associate professor may be recommended for promotion to the rank of nontenure-eligible professor at any time but normally shall be reviewed for retention in rank every six years. During the fifth year, the faculty member must be informed by the department head that he or she has the right to be reviewed for retention in rank or for promotion to nontenure-eligible professor. A review will be conducted unless the faculty member declines in writing. Recommendations resulting from these reviews must be considered by the standing departmental and college committees on faculty status, as well as the department head and dean, and forwarded to the Provost's office for decision.
3.13.05 Professors
3.13.06 Decisions on Renewals
3.13.07 Notification of Nonrenewal
3.13.08 Appointments Funded by Nonstate Funds
3.13.09 Changes in Appointment and Rehires
Individuals whose faculty service was terminated for cause shall not be considered for employment in any position at the University. Faculty members who intend to resign at the expiration of their appointments shall notify the department head in writing of their intention as early as possible. At the time a recommendation regarding renewal, nonrenewal, promotion or tenure is transmitted by the department head or dean to the next administrative level, the faculty member involved should be advised in writing of the nature of the recommendation. The faculty member is not entitled to a statement of the reasons for the recommendation. 3.16 REASONS FOR NONRENEWAL OR DENIAL OF PROMOTION OR TENURE A nontenured faculty member whose appointment is not renewed or who is denied promotion or tenure is not entitled to a statement of the reasons for that action. However, the denial of promotion or tenure or the refusal to renew need not be construed as due to failure or poor performance on the candidate's part. Considerations such as the need for a different area of specialization or for new emphases; the lack of a continuing position; the need to shift a position or resources to another department or unit; or the opportunity for a more vigorous program in teaching, research or service may dictate that the individual not be renewed or granted tenure.
3.17 DISMISSAL OR SUSPENSION
Dismissal or suspension shall not occur until the faculty member has been given an opportunity for any applicable hearing as prescribed in ABOR-PM 6-201. Dismissal refers to termination for just cause of (1) a tenured faculty member or (2) a tenure-eligible or nontenure-eligible faculty member prior to the expiration of an appointment. The dismissal of tenured faculty members shall be governed by the provisions of ABOR-PM 6-201(J)(1) and ABOR-PM 6-201(L)(3). The dismissal of nontenured faculty members shall be governed by the provisions of ABOR-PM 6-201(J)(2) and ABOR-PM 6-201(L)(3).
3.18 RELEASE DUE TO REORGANIZATION OR FINANCIAL EMERGENCY
3.18.01 General
3.18.02 Reorganization
The appointment of a tenured faculty member may not be terminated before the end of the academic year following the one in which the decision to eliminate that position becomes final. The University shall devote its best efforts to securing alternative appointments within the University in positions for which the affected faculty member is qualified under existing criteria. The University shall devote its best efforts to insure that such faculty members are made aware of openings at other Arizona universities and opportunities for retraining for further professional growth. In the event that the program element which has been terminated should be reinstituted within a period of three years, new positions consisting of duties reasonably comparable to those of the released tenured faculty member shall not be filled without first offering reappointment to the released tenured faculty member. The released tenured faculty member must be given a reasonable time not to exceed 30 days within which to accept or decline reappointment. A tenured faculty member who is to be released, or a nontenured faculty member who is to be released during an appointment term, shall be entitled to a review as provided in ABOR-PM 6-201(K)(6) upon written request filed with the President of the University within 15 days of receipt of notice of such release.
3.18.03 Financial Emergencies
Each faculty member whose position may be affected by the proposed reorganization shall be notified in writing of the proposed action and shall be given an early opportunity to present his or her views in person to the review committee and to the responsible administrator. The review committee shall provide the President with a written evaluation of the proposed reorganization no later than 90 days following the President's request, unless the President specifically requests that the evaluation be provided in a shorter period. This evaluation shall include an assessment of the impact of the proposed reorganization upon students, faculty and staff, the University as a whole, related activities outside the University, and the interest of higher education within the state. The committee shall maintain a record of its proceedings, including all written documents and statements submitted to it. The President shall decide whether or not to recommend the reorganization following receipt of the review committee's evaluation. If the President rejects the committee's evaluation, the President shall furnish the committee a written statement of the reasons for doing so. The President shall present his or her recommendation relating to the proposed reorganization to ABOR for approval. If ABOR approves the reorganization, each faculty member whose position is to be eliminated shall receive written notice when the decision to eliminate his or her position is final. A tenured faculty member who is released, or a nontenured faculty member who is released within an appointment period, shall be entitled to a review of this decision in accordance with the procedures provided in ABOR-PM 6-201(K)(6). The title of Regents' Professor may be awarded to current or newly recruited tenured professors of exceptional achievement that has brought them national or international distinction. The title serves as recognition of the highest merit. After appropriate recommendation and review at the department and college level, an appointment will be made by the President, subject to approval by the ABOR. Criteria for the appointment include the highest level of sustained accomplishment in teaching; in research, scholarship or creative work; or in public service; and demonstrated national or international recognition among leaders in the field.
The appointment carries a salary increment and a special annual allocation of funds for research or other professional activities.
3.20 ENDOWED PROFESSORSHIPS
The endowed professorship is a recognition bestowed on exceptionally distinguished and valued faculty members. Endowments may be established in coordination with the University of Arizona Development Office and following procedures outlined in the University gift policy as follows:
This option can be offered to honor individuals with exceptional achievement, exceptional reputation, and/or exceptional service to the institution. The named professorship, in addition to Regents Professors and Endowed chairs, is a recognition bestowed on exceptionally distinguished and valued faculty at the University. This section outlines the criteria and process that will govern the selection of individuals.
3.21.01 Selection Criteria Based on Scholarship, Teaching, Service
Achievement in teaching is evidenced by a record of substantial, superior, and consistent recognition for excellence. Appropriate measures include, but are not limited to, student evaluations, peer evaluations, teaching awards, honors and the degree to which teaching materials (e.g. cases, textbooks) developed by the individual are adopted by other institutions. Recommendations may be solicited from external sources, colleagues in the college or University, and students who have taken the professor's courses, particularly from students who have graduated and can evaluate their education from the viewpoint of its later contribution to their careers and their lives. Achievement in service to the department, college, university or professional organizations is evidenced by a record of sustained involvement and recognized contributions. Appropriate measures include, but are not limited to, membership on and chairing of committees, temporary or continued assumption of administrative duties, major participation in decision making bodies, service as a journal editor or on editorial boards. Service to the community is measured by a record of service on community boards, public service lectures and similar activities. Appointments: Appointments to named professorships will be made by the dean of the college, who will receive recommendations from a committee formed to evaluate the candidates. Evaluation Committee: An evaluation committee selected by the Dean will review candidates for named professorships and will recommend appointments. The Committee Chair will distribute relevant documentation to the members, convene the committee, conduct its meetings, and report its recommendations. Procedure: To be considered, candidates will be nominated by two faculty colleagues. The Dean's office will compile documentation as outlined below. Prior to the meeting, committee members will receive and review a candidate. During the meeting, members will discuss their views and decide by majority vote whether the nominee merits appointment to a named professorship. The Chair will report the committee's conclusions to the Dean. Documentation: A brief portfolio will be prepared for each candidate, beginning with nominating letters from two faculty colleagues and a current vita. Second, the documentation will include a summary statement prepared by the nominators with the assistance of the candidate. This summary, no longer than two pages, should address the professor's principal scholarly, teaching, and service achievements as well as the impact of these achievements on the college, the University, and the professor's discipline.
3.22 EMERITUS STATUS
With the approval of the President, faculty who retire from the University of Arizona after serving fifteen years or more are given the title of emeritus. This status also may be granted to other faculty by recommendation of their department and endorsement of the President. Emeritus faculty shall be entitled to library and information system access, and access to parking privileges, as well as all other benefits which may be granted by the University to retirees. Departments shall endeavor to meet reasonable scholarly and academic needs of emeritus faculty in a manner consistent with continuing contributions to the mission of the department and university, within limits governed by the availability of resources, and balanced against other needs and priorities. Each department should negotiate specific agreements for each individual case, for a specific period of time, and document these agreements in writing.
3.23 VOLUNTARY RELEASE OF RIGHT TO CONTINUED EMPLOYMENT
3.23.01 Authority
3.23.02 ABOR Approval
3.23.05 Retirement Benefits
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