Tenure-Track Faculty Reappointment
Contract
Renewal (Third Year Review) Policy and
Procedures
- The first level units must perform a formal intermediate
review of the progress of tenure-track faculty towards meeting the criteria
for tenure and promotion prior to reappointment.
- The purposes of these intermediate reviews are to assess the candidate's
progress toward promotion, to inform the reviewed faculty member of that
assessment, to inform the faculty members more senior to that faculty
member who will eventually consider him or her for promotion of that assessment,
and to advise the candidate and the first-level administrator of steps
that should be taken to improve prospects for promotion.
- These intermediate reviews shall be structured in a similar fashion to
reviews for tenure and/or promotion according to the unit's plan of governance
but normally will not involve external evaluations of the faculty member.
If it is deemed necessary to obtain informal external evaluations, the
academic unit must adopt written procedures applying this requirement to
all intermediate reviews and these procedures must be approved by the academic
administrator (Dean or Provost) at the next level of review.
- The reappointment may be renewed for an additional one, two, or
three years.
- University
policy stipulates specific
dates of notice for nonrenewal based on the length of service. Hence
if the decision is made to not renew the appointment, the required notice
must be given. If the appointee does not receive timely notification
of nonrenewal, the initial appointment should be extended. If, as is frequently
the case, the review take place in the third (and final)
year of the initial appointment, the faculty member should be given a one
year terminal appointment.
Reappointment Instructions
- The reappointment may be renewed for an additional one, two, or
three years.
- The faculty member and appropriate academic administrators must complete
an Appointment Agreement.
- The reappointment may be renewed for an additional
one, two, or three years.
Nonrenewal
Instructions
- The first year of the initial appointment shall be a probationary year,
and the appointment may be terminated at the end of that fiscal year if the
appointee is so notified by March 1.
- In the event that the initial appointment is for two years, the appointment
may be terminated if the appointee is so notified by December 15 of the second
year.
- After the second year of the initial appointment, the appointee shall
be given one full year's notice if it is the intention of the University
not to renew the appointment. If the appointee does not receive timely notification
of nonrenewal, the initial appointment shall be extended for one additional
year.
- Note that the formal intermediate review of tenure-track faculty often
takes place in the third (and final) year of the initial appointment. Hence,
in order to provide the required timely notification, the faculty member
should be given a one year terminal appointment.
Termination
Instructions
- A term of service may be terminated by the appointee by resignation, but
it is expressly agreed that no resignation shall become effective until the
termination of the appointment period in which the resignation is offered
except by mutual agreement between the appointee and the President.
- The President may terminate the appointment of a tenure-track appointee
for moral turpitude, professional or scholarly misconduct, incompetence,
or willful neglect of duty, provided that the charges be stated in writing,
that the appointee be furnished a copy thereof, and that the appointee be
given an opportunity prior to such termination to request a hearing by an
impartial hearing officer appointed by the chief executive officer or a faculty
board of review as provided for by the relevant institutional policy body.
For additional information, see USM
Policy II - 1.00 7 & 8.
- The Unversity may terminate any appointment because of the discontinuance
of the department, program, school or unit in which the appointment was made;
or because of the lack of appropriations or other funds with which to support
the appointment. Such decisions must be made in accordance with standards
and procedures set forth in written institutional policies.
- Appointments shall terminate upon the death of the appointee.