Academic-Staff Provisions. For academic staff on the tenure track, written notice of non-renewal of appointment shall be sent at least three (3) months prior to the expiration of initial term appointments that are less than two (2) academic years. In subsequent reappointments of less than two (2) years, written notice of non-renewal shall be sent at least six (6) months prior to the expiration of an appointment. Where the term appointment is for two (2) or more academic years, written notice shall be sent at least twelve (12) months prior to the expiration of the appointment. For academic staff on subsidy-conditioned appointment, written notice of non-renewal shall be sent at least three (3) months prior to the expiration of each appointment or reappointment or, if the subsidy is discontinued, at least one (1) month’s notice before termination. For academic staff in the Academic-Staff Employment Security System, written notice of non-renewal shall be sent at least three (3) months prior to the expiration of a term appointment during the first two (2) years. Non-renewal during the third (3rd) and fourth (4th) years shall be at least six (6) months prior to the expiration of the appointment. In subsequent reappointments, written notice of non- renewal shall be sent at least twelve (12) months prior to the expiration of the appointment. A member of the academic staff who receives a notice of non-renewal for the final year prior to attaining employment security status may request the job-related reasons for the non-renewal from the xxxx/vice president. Such job-related reasons shall be based on the totality of the academic-staff member’s employment record, including the annual written reviews described in Sections C.1 and C.3 of this Article. For academic staff (renewal contract), written notice of non-renewal shall be sent at least three (3) months prior to the expiration of each appointment or reappointment.
Academic-Staff Provisions. For academic staff on the tenure track, written notice of non- renewal of appointment shall be sent at least three (3) months prior to the expiration of initial term appointments that are less than two (2) academic years. In subsequent reappointments of less than two (2) years, written notice of non-renewal shall be sent at least six (6) months prior to the expiration of an appointment. Where the term appointment is for two (2) or more academic years, written notice shall be sent at least twelve (12) months prior to the expiration of the appointment. For academic staff on subsidy-conditioned appointment, written notice of non-renewal shall be sent according to the minimum requirements established below or when notice is received that the subsidy is discontinued, whichever is less. For academic staff in the Academic-Staff Employment Security System, written notice of non-renewal shall be sent at least three
Academic-Staff Provisions. For academic staff on the tenure track, the annual review shall be based upon excellence in job performance and in appropriate scholarly or professional achievement, and shall take into account such unit, school/college, and University tenure factors as are in force. Consideration shall also be given to non-instructional service to the department, college, and/or University and/or public and/or professional service which benefits the University. The annual review shall identify areas of growth and strength and areas of concern. For academic staff not on the tenure track, the annual review shall be based on excellence in job performance; excellence in professional achievement is also required, but is given secondary weight. Excellence in scholarly achievement, at the option of the academic-staff member, will be considered but is not required. This academic staff review must contain, at the least, the following components: (a) standards of performance for the particular position; (b) identification of the specific appraisal factors; (c) accomplishments in job performance, professional achievement, and, at the option of the academic-staff member, scholarly achievement; (d) identification of areas of growth and major strengths; (e) identification of future expectations and areas of improvement; and (f) unexpected changes in job status that affected performance.
